Handling Difficult Employee Conversations

As a manager or team leader you have probably had the opportunity to speak to one of your staff members regarding something not so pleasant, perhaps a need for discipline or correction.

When conversations like this need to happen it is important that the, deliverer of the message, be in the right frame of mind and have the right attitude going into the conversation.  This means wanting to have a positive outcome even though the message may be about something unpleasant to the receiver.

Below are a few good rules to remember prior to the conversation taking place.

5 rules for a creating a positive outcome from a not so pleasant conversation.

1. Stop and think before you speak so you can choose your words carefully. You want to get your message across in a way that discourages defensiveness and arguments. (This may take some thinking)

2. Be objective and use frank and factual, or descriptive phrases. Choose neutral and positive words.

3. Speak with a tone of voice that sounds sincere, wanting to solve or correct the problem.

4. Frame your message carefully.  Make sure that you stay on track with the issue at hand and do not go off on random “rabbit trails” bringing up non-pertinent information.

5. Listen with empathy and understanding so you can really hear the other person’s point of view.

These types of conversations can end well when time and effort are put in prior to having them and they are delivered with the right attitude.

“Problems are only opportunities in work clothes.” ~ Henri Kaiser