Do you need to have a difficult conversation with an employee, but aren’t quite sure where to begin?
Very often employers avoid a difficult conversation. The trouble with this is the problem will not go away on its own. It can actually create more problems that start to spiral.
Although it may seem awkward or uncomfortable at first, talking things through with an employee can have many benefits. You could be one conversation away from getting the results that you need.
An important part of effective people management is learning how best to approach and hold difficult conversations with employees, especially conversations that carry an element of risk.
Below are some top tips that can help both you and your management team with this.
Know your end goal and think about what you want to get out of it the conversation, this will help keep you on track!
Dedicate some time to talk – this is especially important if the topic of your conversation is sensitive or has the potential for confrontation, it’s better to schedule a call. Planning a time to talk also allows you enough time to prepare and shows you are committed to finding a solution.
Be prepared to listen – Have some open-ended questions to hand and be prepared to really listen to what the employee has to say. This will show that you value their input and are seeking a fair and objective resolution.
Know the risks – Difficult conversations in the workplace can be risky if managed poorly. Emotions can run high and there could be risk of discrimination if protected characteristics are concerned. Make sure you stick to the facts and refer to company policy wherever possible. Follow a fair process and keep a record of your notes and findings. You may need to refer to them in the future. Showing compassion and support can help employees to open up and admit if they are struggling.
Keep the communication flowing – Good communication can be preventative and stop problems from arising in the first place. If you are in regular contact with your remote employees, you can reduce the chances of miscommunication.
Seek support when you need it – Lastly, if you feel as though you could do with some additional support or an impartial attendee for a high-risk conversation, please get in touch.