Difficult Workplace Conversations

Remember the old adage, "If you can't say anything nice, don't say anything at all?" Wouldn't it be nice if we could abide by that rule in the workplace? The simple fact is that, as managers, we can't. An essential part of management is telling people what they don't want to hear. The trick is doing it in a productive way that resolves your issue without demoralizing your staff. Read on for simple tips to having difficult conversations.

Talk Privately

Addressing any issue with an employee in public is a bad idea. You'll lose credibility as a leader and instantly put your employee on the defensive by trying to address problem behavior where others can overhear your conversation.

Lead with the Good

If you have an employee about whom you can't think of anything good to say, you unfortunately have bigger issues than this article can address. Surely your employee has enjoyed some success, even in a minor area of her duties, that you can praise her for. Start with this praise, so your employee understands that you recognize her value.

Depersonalise the Issue

No good will come of a conversation that can be perceived as an attack. This may sound like overused advice, but clumsy handling of sensitive situations can happen even in the most enlightened workplace. Speak from the point of view of the company's needs - not your needs as a manager. Take extra care to avoid threatening your employee's job security or professional standing. Nothing will turn off someone's receptive mood faster than a personal attack.

Be Clear

When you point out the problem behavior, explain the consequences that may not be recognized by your employee. Make him fully aware of the company's point of view, and be sure he understands why his behavior is harming the company.

Be Prepared

Don't expect your employee to be automatically motivated to fix the problem. Have an action plan ready, including the ideal resolution to the issue and the steps you'll take to help your employee get there. It's important that she sees your commitment to her personal development if she's to be engaged in making a permanent change.

Listen

Your employee may have concerns about how you expect him to handle things. Listen to his point of view, and paraphrase back to him to be sure you understand. Validate his opinions, and be open-minded enough to change your action plan if a compromise is warranted. If your employee is off base, now is the time to coach him so he understands why he needs to be on board with your point of view.

End with the Good

Reiterate the action plan, as well as your earlier compliments. It's very important to reinforce your employee's perception that you care enough to understand her fully. Close the conversation with a sincere statement of your belief in your employee's ability to meet the company's expectations.

Most employees, even those resistant to change, want to excel at their work. By being sensitive to the situation and their circumstances when addressing your company's needs, you can speak frankly without causing any bad feelings. Keep these tips in mind when discussing difficult issues, and your conversation will be much smoother and more productive for it.