Healthy workplace dynamics promote fluid communication among the employees. Managing people can be tricky, and there’s no right way to do it every time. But at its core, excellent management requires having difficult conversations — with your team, as well as yourself. Difficult conversations are a part of everyday working life for most managers. People avoid tough conversations because they find them challenging to navigate. However, avoiding tough conversations at the workplace can cause poor performance and workplace conflict.
What Are Difficult Conversations?
Let’s take a moment to understand what challenging conversations are to address them appropriately. Usually, intricate lines of communication include negotiating salaries, any behavioral issue, termination, decrease in productivity, or relaying a disciplinary action. These conversations are inevitable and need sensitivity and good conversation skills.
5 Tips to Handle Difficult Conversations:
Listed below are some suggestions on structuring the discussion, identifying problems in a direct but constructive manner, and minimizing the negative emotions in a challenging workplace conversation:
Be Proactive
When managing staff, being proactive is one of the most critical skills. Closely observing employee performance while maintaining an open channel for discussing professional or personal issues affecting their quality of work is crucial for preventing employee conflicts. Being proactive also involves addressing issues on time; avoiding problems only makes matters worse.
Be Prepared
Before confronting anyone, being prepared is vital. Understanding the real issue and setting a goal in mind allows you to streamline the conversation and develop a productive solution. Preparedness also helps with keeping emotions out of the discussion so you can arrive at a fair, positive outcome.
Be Empathetic
A sensitive conversation needs to be carried out with empathy. Have a private conversation with the employee in question if the aim is to address performance issues. Listening is also a vital part while having a difficult discussion. By active listening, you will learn about the root cause of the problems and connect with your employees.
Be Compliant
Having a difficult conversation is more than simply discussing grievances; it also involves generating actionable solutions. After carefully evaluating both perspectives, come up with agreeable solutions. The answer should not sound like a punishment but as a plan worked out with the employee to conclude the meeting positively.
Be Diligent
A successful conversation is one where you observe positive changes afterward. It is essential to follow up with the employee to learn about their progress. Provide help when necessary. This shows concern and diligence on your part.
Why Are Difficult Conversations Important?
A manager’s role involves setting goals, monitoring team productivity, and promoting high organizational performance. It is crucial to ensure that the set goals are achieved within the time frame, and the entire team is motivated towards achieving them. Sub-par performance, bad behavior, or changes to company policies are usually complex topics to discuss but influence organizational productivity. To maintain a positive working environment, issues should be addressed as soon as they arise. A channel for open communication fosters a collaborative team environment and motivates employees to work toward the company’s goals.
It is challenging to handle difficult conversations, and when handled incorrectly, they may cause negative employee feedback. First Contact HR offers a wide range of HR strategies and support services to maintain a positive workplace environment. Our innovative HR solutions have improved leadership, obtained higher retention rates, reduced employee-related lawsuits, and improved productivity. With First Contact HR, you are only a phone call away from a growth-centric, productive workplace.