The first thing you’ve got to understand is that most people are good people. They aren’t trying to purposefully do something wrong in your business.
I’m not saying to be naive and just trust everyone with all your codes and access to your money.

Whenever someone makes a mistake, you want to understand what caused them to make this mistake?
Obvious answers can be: they weren’t careful, too much stress, not understanding policies etc.

You know me, I’m gonna tell you to go deeper -
What caused the cause them to make the mistake?
Or in simpler words - What weak cognitive function do they have that it caused that mistake?

Because almost all mistakes come from weak cognitive functions, weak thinking skills.
Once you understand this, it’s a lot easier to give your employee grace and approach them in a way where change will actually happen.

You’ve got to be careful here, because this is not about letting them get away with anything and everything. This is about YOU being able to understand them.

They still have the responsibility of the job.
They still have to play up to par even if they have weak cognitive function, it may be more challenging for them, but it’s the way the world works.

You, as the employer, need to understand the core issue (the weak cognitive function) and need to help them to prevent it again in the future, because after all, it is your business and it all boils down to your responsibility.

You have every right not to hire someone or keep someone because of their weak cognitive functions. If you think about it another way, you don’t hire some people because of their lack of other skills they may need for the job.

You also don’t want to fire everyone because of weak cognitive functions, because we all have them. It’s your job to figure out if the weak cognitive functions this person has is okay for your business, their role or not.

They may be really good at their job and have a few weak cognitive functions and you can help them improve them so they stop making mistakes and do an even better job.

1. For yourself, start by understanding what cognitive function caused that mistake.
See if there is a pattern in where the mistakes are happening and the cognitive functions related to them (spoiler alert: there will be!)
You can take the cognitive functions assessment for them from your perspective at www.lifepixuniversity.com/cf

2. Have your employee take the cognitive functions assessment themselves so they can begin learning about cognitive functions. Remember, if your employee is making a lot of mistakes at work, it is also happening in other areas of their lives.
By you helping them improve their cognitive functions, not only will they do better at work, their whole lives will become easier.

3. When you talk to them, it might be a smart idea to mediate them instead of just telling them.
Mediation is the process of asking questions so the person comes to the conclusions by themselves. We spoke about mediation in episodes 354 & 398, so you can check those out for more details.

4. Make growth mindset a culture in your business.
Instead of getting mad at people when they make a mistake, ask them what they learned from the situation. You can also ask them what cognitive function they did not use that caused them to make the mistake.
You’ll soon start seeing employees reminding each other to use the cognitive functions.
You can take growth mindset one step further by giving your employees time to try new things (where they will make mistakes!) and it’s okay. All you’ve got to do is get back up.

5. They are still responsible for their actions (no matter where their cognitive functions are at) and you want to empower them to take that 100% responsibility. Allow them to feel ownership over their tasks and if possible, allow them to do it in the way their brain works best. By the end of the day, you are owner and you are responsible for it all - including your employee mistakes.