Correcting a colleague’s mistake can feel awkward, especially when you want to keep things respectful and positive.
However, sometimes you can’t just let it slide, and you have to point out whatever’s been done wrong. Maybe it’s an error on an important report, or a faux pas that’s upset another colleague. Whatever the case, you know you need to speak up and you’re really dreading it. However, done right, it can strengthen trust, prevent future issues, and actually improve teamwork overall.
1. Start with empathy, not blame.
Before diving into what went wrong, it helps to start from a place of understanding. Everyone slips up sometimes, and assuming the worst from the get-go can instantly put someone on the defensive. Leading with empathy reminds them you’re human too, not just there to point fingers.
Try opening with something like, “I know things have been really hectic lately,” or, “I’ve made similar mistakes before, so I totally get how it can happen.” When you show that you’re not judging them, they’re far more likely to listen without feeling attacked or embarrassed.
2. Pick the right moment and setting.
Correcting someone mid-meeting or in front of other people rarely goes well. Even if your tone is calm, being called out publicly can be embarrassing and can sour work relationships. Instead, wait until you can have a quiet word with them privately.
Choose a time when you both aren’t rushed or stressed, and make sure you won’t be interrupted. Whether it’s a quick chat in a quiet corner or a message asking for a brief one-on-one, giving the conversation space to breathe helps it go much more smoothly.
3. Focus on the issue, not the person.
When bringing up a mistake, it’s important to avoid language that sounds like you’re criticising the person’s character. Instead of saying, “You’re always careless with details,” go for something like, “I noticed this part of the report had a few numbers that didn’t match the source.”
This way, you’re addressing a specific issue rather than implying there’s something wrong with the person. Keeping the focus on the task rather than the individual helps avoid defensiveness and encourages problem-solving.
4. Be specific and clear about what went wrong.
Vague feedback like, “There was something off about your work,” doesn’t really help anyone improve. If you’re going to point out a mistake, be as specific as you can, so the other person knows exactly what to look at and learn from.
For example, “In slide three of the presentation, the sales figures are from Q2 instead of Q3,” gives them a clear reference point and makes the conversation more actionable. Clarity is respectful; it shows you care enough to give helpful input, not just criticism.
5. Ask questions instead of making accusations.
Sometimes what looks like a mistake might be a misunderstanding, miscommunication, or even a decision made for a reason you didn’t know about. Asking a question first can open up dialogue and give the other person a chance to explain.
Try leading with, “Hey, I noticed this figure was different from what I expected—was there a change I missed?” It gives them room to clarify or admit the error themselves without feeling cornered, and it keeps the tone collaborative rather than confrontational.
6. Keep your tone neutral and calm.
It’s not just what you say, but how you say it that matters. Even well-meaning feedback can come across as harsh if your tone is irritated, sarcastic, or condescending. Keeping your voice level and friendly goes a long way in making the conversation feel constructive.
Try not to let frustration creep in, even if the mistake caused extra work. Staying composed sets the tone and makes it easier for the other person to focus on what you’re saying rather than how it’s being delivered.
7. Offer help if it’s appropriate.
If someone’s made a mistake because they didn’t know how to do something or missed a detail, offering to help them figure it out can turn the whole situation into a positive experience. It shows that you’re invested in their success, not just pointing out flaws.
This might sound like, “I’ve worked with that system before—happy to walk you through it if you like.” Helping someone grow builds trust and encourages a team environment where people feel safe to admit when they’re unsure about something.
8. Don’t dwell on it once it’s addressed.
Once the mistake has been brought up and sorted out, it’s best to move on. Repeating it in conversations, referencing it jokingly, or treating the person differently afterward can be demoralising and unprofessional.
Letting it go shows emotional maturity and keeps things moving forward. People are much more likely to improve when they know they won’t be endlessly reminded of one misstep—they feel safe to try again and do better.
9. Acknowledge their effort to fix things.
If the person takes your feedback on board and corrects their mistake, even if it wasn’t perfect, let them know you noticed. Positive reinforcement isn’t just for big wins—acknowledging effort helps people feel seen and valued.
Even a simple, “Thanks for sorting that out so quickly,” or, “I appreciate you jumping on that,” makes a difference. It reinforces that you’re not just there to point out errors, but to support them in doing their best work too.
10. Keep it private unless absolutely necessary.
Most mistakes can and should be corrected privately. Unless it’s something that has to be addressed for accountability reasons, like a process change that needs to be shared, correcting someone publicly can damage trust and morale.
Even when other people are affected, you can often talk to the person directly and resolve it one-on-one first. Public corrections should be a last resort, and even then, the language should be tactful and focused on solutions, not blame.
11. Be mindful of your own biases.
Sometimes we react more strongly to certain people’s mistakes than others, based on our own biases, preferences, or past experiences. It’s worth pausing to ask yourself if you’re treating this person fairly before you raise the issue.
Are you being equally patient with other people? Would you respond this way if someone else made the same mistake? Keeping yourself in check helps make sure your feedback is coming from a helpful place, not frustration or unconscious bias.
12. Don’t assume you’re always right.
Even if you think someone’s made a mistake, there’s a chance you’ve misunderstood the situation. Maybe there was context you didn’t know about or a change you weren’t looped in on. Stay open to being wrong yourself.
Framing it as a conversation rather than a correction invites a more open exchange. Saying, “I might be off here, but I thought the numbers were meant to be X,” softens the delivery and shows humility, making it easier for everyone to have an honest discussion.
13. Follow up if it’s a recurring issue.
If the same mistake keeps happening, it might be time to dig deeper. Maybe the person needs more training, clearer instructions, or a better system to help them avoid slip-ups. Simply pointing it out again won’t always solve the problem.
Bringing it up respectfully with a focus on finding solutions rather than highlighting failure can lead to lasting improvement. Something like, “I’ve noticed this has come up a few times—is there anything we can adjust to make it easier going forward?” opens the door to proactive changes.
14. Lead by example when it comes to handling mistakes.
One of the best ways to encourage a healthy approach to mistakes is to model it yourself. If you’re open about your own slip-ups, admit when you miss something, and handle feedback with grace, others are more likely to do the same.
When your team sees that mistakes are treated as opportunities to learn, not punishments to fear, it sets a much more positive and productive tone. By owning your part and staying human about it, you make it safer for everyone else to grow, too.
