Content
How to Handle Difficult Conversations at Work
12.09.2024 10:20
Updated: 27.09.2024 21:06
Every manager has to have difficult conversations with their employees from time to time.
For example, you need to reprimand him or even fire him.
If you conduct such a conversation spontaneously, without preparation, there is a high risk of causing significant stress, both for the manager and for the subordinates, and at the same time not achieving the desired results.
But with the right approach, you can achieve an effective solution to the problem and maintain working relationships. Here are some tips to help you do this.
Define your goals clearly
First, have a clear understanding of what exactly you want to achieve from the conversation. Let's say you need to inform an employee about his unsatisfactory performance.
But what exactly do you want from this conversation? For the employee to improve their performance, to resign, or do you just want to vent your frustrations?
Based on this, write down in advance what specific points you need to raise during the conversation, and think in advance about what your interlocutor might say in response.
Set aside time in advance
If you are the one setting the date and time for the conversation, try to choose a time that allows you enough time for the conversation.
Also, choose the right place. For example, if you need to scold an employee, it is better to do it alone in your office, and not suddenly in the presence of other people.
Keep your emotions in check
Always remember that it's just a job. And many things just shouldn't be taken too seriously.
And especially during the conversation, do not resort to personalities and insults. You have already defined your goal, so try to go towards it.
Listen carefully
It is quite possible that your interlocutor had good reasons for acting the way he did, perhaps all he wanted was to benefit the company, but he did it a little differently than was required of him.
Therefore, in order to understand your interlocutor well, listen to him carefully and ask leading questions.
Think of solutions
In a regular job, hopeless situations are extremely rare. Therefore, think in advance about what ways out of the situation that has arisen.
In addition, after listening carefully to your interlocutor, ask him himself what ideas for solutions he has. And only then work together to develop a common solution.
Expect the unexpected
No matter how carefully you prepare for the conversation, something can always go wrong. For example, the employee may burst into tears during the conversation, become stuporous, or even start to show aggression.
These things happen, so it's important to plan for the unexpected. Be prepared to pause and reschedule difficult conversations to give you both time to calm down and collect your thoughts.
End the conversation correctly
Before you end a conversation, it's always a good idea to confirm that the employee has understood the conversation. Ask them to share their conclusions so you can check that against your expectations.
If you see that you are speaking different languages, then try using different words or, if possible, postpone the conversation so that your interlocutor can also digest the conversation, and then repeat the conversation.
If the employee understood everything correctly, then agree on further steps, what exactly and when you should do. It is also possible that after some time you will need a new conversation, then immediately agree on it and the date of its holding.
Conclusion
In any job, difficult conversations are inevitable; there will always be situations where either the employee has actually done something wrong, or the manager has misunderstood them. By preparing for the conversation in advance, listening carefully to the interlocutor, and developing joint solutions, you can achieve your goals.
Earlier I talked about how a toxic boss breaks an employee.
