Offended someone

The stress and strain at work, most employees say or do at a certain point, which we regret. A staff member will say, doing the wrong things. A manager can certainly betray a confidence. The good news is that it is often simple things that can make a manager or employee to repair the relationship. The first - and often most effective - is an excuse.

How to apologize and Mean It

* Make it real. - Anyone can be a backhanded apology on the spot, and it will do more harm than good. For example: "If I have offended you, I apologize" is a false excuse: It's like someone stole her purse, and said: "I'm sorry if you felt that you were harassed. A genuine apology is intended solely for acknowledgment of responsibility, does not mean that the other person is somehow wrong.

* Is know what you're apologizing for. "I'm sorry" is absolutely nothing unless you know what you are excused. If you do not already know, ask the person. It is a big difference between saying "sorry" and "I'm sorry I made fun of your new haircut. It was insensitive of me, and I did not want to hurt you."

Do not make excuses - excuses to blame someone or something else, and it weakens the apology. Of course, a brief explanation may help to understand, but if you're busy, why you did what you did, it will start, because it is healthy no apology at all.

* Back to what you are with what you're saying an apology a recording of injustice, not a free pass to do it again. In fact, if you will excuse does not undertake to update the action or words you, sorry I did not. "Unfortunately, I held her so long to wait" is a hollow and ineffective apology, if you continue to do so. You are better off thanks to the other person, "Thanks for your patience. I appreciate it and take it from there.

* Sorry for them, not for you. - The mistake made by many when it is unforgivable that they expect forgiveness. It is not about you, it is about the person who hurt you. Some people behave indifferent, any act cool, and some will react in an almost hostile manner. You can not get angry or defensive. If the person refuses your excuse, you let it go and realize that it is their right. If you are sincerely sorry, have you done all you can do.

Many managers and staff have a genuine fear that she would say something completely harmless, and the next think they know they are in an office with a complaint against them. My answer is always the same. The best defense is a good offense. If an employee or director of an employment relationship based on responsibility, trust and respect, the probability that he / she is being built with no cross the line is minimal. And, more importantly, if he / she does, will believe that the other person to the other person's statement on the basis of positive history they have in common.

Remember, excuses do not change the past. But when given with sincerity, they can enlarge the future.