I'm Abdel, a McDonald's crew member. Correcting people is a core part of training, and what I have learned from the Crew Trainers I work alongside is that how you say it matters as much as what you say.
Training approaches and responsibilities may vary by market, franchise organization, and restaurant. Crew Trainers are generally not managers, so please raise conduct or repeated performance issues with your manager.
Why corrections can hurt
New team members often already feel unsure of themselves. They may be thinking about how much they do not know, and worrying that they are slowing everyone down. When you correct them, they might hear "You're not good at this," even if you have only said "Check that label."
That does not mean you should avoid correcting people. Staying silent can lead to bad habits, safety risks, and bigger embarrassment later. The goal is to correct the mistake while keeping their confidence intact.
Choose the right moment
Not every mistake has the same urgency:
| Type of mistake | When to correct | How |
|---|---|---|
| Safety or food safety risk | Immediately | Calmly stop it, and explain why |
| Wrong order about to go out | Immediately | Quietly catch it, and fix it together |
| Small technique issue during a rush | Later, or very briefly | A quick tip, then return to it later |
| A habit that keeps repeating | At a calm moment | A private conversation |
In front of guests or the team, try to keep things short and quiet. Move closer to them, lower your voice, and avoid calling out across the kitchen.
How to correct well
A simple approach can help:
- Stay calm. Your tone tells them whether this is a disaster or just something to learn.
- Say what you saw. "That bag went out without a check."
- Explain why it matters. "Checking helps catch missing items before the guest leaves."
- Show what to do. Demonstrate, or walk through the step together.
- Let them try. Give them a chance to do it correctly.
- Notice the improvement. "That's it. That's what we're looking for."
This process turns a mistake into a short lesson. It usually takes less than a minute.
Words that help
Small changes in your language can make a big difference:
| Instead of | Try |
|---|---|
| "No, that's wrong." | "Let me show you a way that works better here." |
| "I already told you this." | "Let's go through this one more time." |
| "Why did you do that?" | "Can you walk me through what you did?" |
| "Everyone knows that." | "This one's easy to miss at first." |
| "You always forget." | "I've noticed the labels are tricky. Let's practice." |
Asking a question can also help them to find the answer themselves. "What should we check before closing the bag?" is often better than simply telling them.
Normalize mistakes
Remind people that mistakes are a normal part of learning. You could say:
Everyone mixes these up at first. Here's a trick that may help you remember.
If you have made a similar mistake yourself, you could share that if it is true. It can help someone to feel less alone. Just keep the focus on them, and do not turn it into a long story. Try to create a place where people will tell you about mistakes, not hide them. This matters especially for food safety.
When someone does admit to an error, thank them:
Thanks for telling me. That helps. Let's fix it together.
Do not fix everything at once
It can be tempting to point out every small thing, but too many corrections can make someone feel overwhelmed. Choose the most important one, unless there is a safety concern. Then, once they have got it, you can move on to the next. Sometimes it helps to tell them what you will focus on:
Today, let's just work on keeping your station stocked. We'll work on speed later.
This gives them a clear target and a real chance to succeed.
Keep your own emotions in check
Training can be frustrating, especially if you are busy or have repeated yourself many times. Your frustration can show even when your words are polite. If you feel your patience running out:
- Take a slow breath before you speak.
- Remind yourself of your own first weeks.
- Ask whether your explanation might need to change.
- Ask a manager for help, or take a moment if you can.
If you do snap at someone, apologize:
I'm sorry for how I said that earlier. It was busy, but that's no excuse. Let's go over it now.
An apology can build more trust than if you had never made the mistake.
Protect them in front of others
When a new person makes a mistake, others may notice, and some might make comments. Help by:
- Correcting them quietly, without an audience.
- Stepping in if teammates mock or tease them.
- Taking some of the responsibility as their trainer: "That's something we're still working on."
- Avoiding sharing stories about their mistakes with others.
This shows that you are on their side. People tend to learn much faster when they are not afraid of being embarrassed.
End on a positive note
Whenever you can, try to finish with something encouraging and true:
- "You've already improved a lot since Monday."
- "You got that much faster than most people do."
- "You caught that yourself before I could say anything. That's great."
Do not give false praise, because people can usually tell. Look for real progress. These guides on what Crew Trainers do and Crew Trainer tips go into this in more detail.
When correction is not working
If someone continues to make the same mistake:
- Try a different way of explaining it.
- Check whether something else is getting in the way.
- Let your manager know what you have tried.
- Do not take disciplinary matters into your own hands.
If someone refuses to follow a safety rule, tell your manager right away. Your job is to support them, but you are not responsible for handling that alone.
If you would like to build on this, read about giving feedback that actually helps.
If someone keeps struggling after you have corrected them, this guide on coaching a struggling crew member may help.
Final thoughts
Correcting mistakes is not about proving that you know more. It is about helping someone to do better while keeping their confidence. Stay calm, be specific, explain why, let them try again, and notice their progress.
People will forget many of the things you taught them. But they rarely forget how you made them feel when they got something wrong.
