As a leader, you’ll inevitably need to have difficult conversations with employees. Whether their performance isn’t meeting expectations, or they’re involved in a conflict with another team member, addressing behavior that needs to be changed can feel awkward and uncomfortable. But by leveraging effective leadership techniques, you can navigate these conversations constructively. This article outlines strategies to communicate with the directness and compassion necessary to achieve the outcome you want. Dealing with challenging employees? It’s a great time to top-grade talent. Contact CornerStone Staffing to quickly and confidentially source the qualified candidates you need. When it comes to difficult conversations, knowing the approaches that don’t work is as important as knowing the ones that do. The three approaches below are usually ineffective, leading to unchanged behavior at best and high employee turnover at worst. 1. Avoidance. It may be tempting to put off a difficult conversation hoping the issue will resolve itself. But employees won’t know how to fix a problem if they don’t know it exists. 2. Downplaying. Some leaders attempt to minimize the seriousness of the issue to soften the blow. But this approach can lead to confusion and prevent meaningful change. 3. Bluntness. While you’ll want to be direct in communicating issues, an overly aggressive confrontation can make your employee feel attacked, putting them on the defensive and making them less open to solutions. To effectively navigate difficult conversations, a strategic approach is best. Think of the conversation as a project - one that requires proper planning and execution to succeed. Then, infuse this strategic approach with compassion, active listening, and other interpersonal leadership skills. We break this approach down into three steps below. Most projects begin with research and preparation, and a difficult conversation is no different. Use these tips to lay the groundwork for a productive conversation: Throughout the conversation, you’ll want to be direct enough that the employee understands what they’re being asked to change while being compassionate enough that the employee feels supported. Maintain this approach throughout the following progression: The most important part of navigating a difficult conversation is that both parties walk away with a clear understanding of next steps. To ensure an aligned path forward, include the following in the closing section of your conversation: While correcting behavior and managing conflict is never easy, knowing how to navigate difficult conversations is a critical leadership skill that will result in a more peaceful and productive workplace. The best way to minimize the need for difficult conversations is to hire individuals whose interpersonal behavior matches your team’s culture and expectations. Partner with CornerStone Staffing to find the top performers you need for assignments, projects or direct hire.Approaches to Avoid
3 Steps for Difficult Conversations
1. Plan Ahead
2. Balance Directness with Compassion
3. Present a Path Forward
Minimize the Need for Difficult Conversations