Need to Have an Uncomfortable Conversation? Do These 5 Things Right Now
According to a Gallup poll, actively disengaged employees cause U.S. companies up to $550 billion per year in lost productivity.
For many managers, it’s uncomfortable to engage in a difficult conversation with an employee or to deliver less-than-stellar feedback. Recoiling from the unpleasant is a natural human reaction, but unpleasant situations are bound to happen in business.
In fact, successful businesses and leaders actually need uncomfortable moments to grow, and if they do not meet unpleasant situations head on, they risk damaging work culture, staff trust, employee performance, and worker morale — as well as the bottom line. Unfortunately, however, the task of handling difficult issues is often put off for later or greatly botched.
So, how do you effectively address difficult conversations that address bad behavior issues or poor work performance? According to leadership consultant Eileen Hahn, you focus on being honest. When you’re straightforward and honest with your employees, you’re actually doing them a great kindness.
Here, according to Eileen, are 5 steps for handling difficult employee situations in an honest and kind manner:
Step 1: Be proactive.
Address the problem right away. The longer you wait, the more costly your procrastination will be. Trust can be lost, employee morale can sink, and much more.
Step 2: Address the issue privately.
A comfortable environment, for both parties, will facilitate better results. It creates a safe place for communication. At lunch or at the end of the day is often the best time to address the issue, in order to allow time and space for proper processing and digesting of information.
Step 3: Be prepared.
Know your facts. Make sure you are clear as to the specifics of your feedback (e.g. what behavior is not acceptable, what impact actions are having on others/organization, and what behavior is expected. Preparedness leads to confidence, and helps heighten your ability to be clear and honest with someone without losing your capacity for kindness.
Step 4: Be kind and candid in your communication.
Ensure that your message is delivered as intended. Corrective feedback, delivered constructively, is the goal. This requires grace, kindness, and compassion to ensure that you don’t sever your delivery channel.
Step 5: Listen, acknowledge, and clearly state your expectation/decision.
Clarify your message and honor the person’s point of view. Providing an opportunity for response is important in establishing clarity, and in seeking to understand how best to resolve the issues discussed. Doing so will go a long way in establishing improved preventative measures and oversight.
Originally published at https://medium.com on August 8, 2020.
