In one set of studies, participants responded to factual questions by selecting one of two possible answers.  After each question, feedback was provided.  Test-takers in the "success" group were told only when they answered a question correctly, while those in the "failure" group were told only when they answered incorrectly.

   Both groups had the same opportunity to learn from the feedback.  But when they were retested, the "failure" group was less able to learn from their mistakes than the "success" group, which showed more progress.  Why?  Subsequent research suggested that failure threatens the ego and causes people to engage.  We find it easier to learn from other people's failures than from our own.

   So the next time you're working with your new employee, make a point of commenting on everything he's doing the right way.  Instead of drawing attention to his mistakes, talk broadly about mistakes that other people might make when they're first learning how to use the equipment, include mistakes you might have made.  In general, when the ego is put aside, things often improve.