How to Deal with Difficult Conversations in the Workplace
We’ve all had that apprehensive feeling when you need to have a difficult conversation with an employee or team member. I feel the best way to approach the issue is with humility.
We’re all imperfect human beings, no one will ever meet absolutely every expectation and action without error. Think of that as you approach the topic. As a manager, business owner, and leader, look yourself in the mirror and ask yourself where you might have affected the situation in a different way.
Is there a resource you could have given them, a training program you could have started, or some other tools they might have needed from me that lead them toward the path that resulted in the poor outcome. What could you have done different?
This Week’s Take Away
As you walk into your meeting, watch your tone, and be mindful to approach with humility. Looking back at the situation, which has resulted in a less than satisfactory outcome, ask your employee if there was anything you could have done, to prevent it— and how you can help rectify similar situations in the future.
1) It will make difficult conversations easier
2) You’ll build emotional equity with your team members.
Difficult conversations aren’t something you should run from. Some of my current best performing team members are people I’ve had to have difficult talks with in the past. Because I approached it in a positive and supportive way, our relationship has been galvanized from it. Now they’re more eager to fight for the company, and self assured in their role.