14/10/2022
The time will inevitably come in the working life of a manager when they will have to have the dreaded difficult conversation with an employee.
The time will inevitably come in the working life of a manager when they will have to have the dreaded difficult conversation with an employee.
And that conversation can be doubly difficult. Not only will it be about a sensitive work-related or personal issue, but it could easily be met with a strong emotional reaction.
Difficult conversations are prompted by a range of subjects and circumstances. On the surface, some of the issues may seem minor, but dig down and to the individual involved, they never are.
Poor communication in the office is a classic subject, causing arguments with colleagues, personality clashes and incidents of unprofessional or unacceptable behaviour.
Another cause might be more to do with an individual’s own actions such as a breach of company policy, poor performance or attendance.
Perhaps they need to know they may be facing disciplinary action which may end in the termination of contract or there are redundancies in the pipeline.
It is not unheard of for difficult conversations to also take place about very personal matters such as appearance or hygiene.
Whatever the reason, it is important not to ignore the issue and to avoid having the conversation as leaving a tense situation to fester will inevitably make matters worse.
To help make the conversation less difficult, preparation and planning are essential.
It may seem obvious but understand the issue you are about to address. When straying off the subject is a strong possibility, knowing what you plan to say and how you will say is vital.
This preparation also creates an opportunity to produce a more positive resolution when all is said and done.
Having said what you needed to say, allow the employee to give their response. Listening and taking notes helps both parties to stay informed during and after the conversation.
Remaining calm will help you to manage your own responses and showing care and consideration will help the employee.
Handling difficult conversations requires skill and experience before, during and afterwards. And ensuring this knowledge is available is not easy.
If you do not feel confident in your own ability to handle the matter, then seek help. If you do not have your own HR department, consider bringing in outside support.
Another option is to ensure that those who need training in order to manage difficult conversations, receive it.
Sentient provides solutions for both those options.
We can act as your own in-house HR team thanks to our HR services and employment law experts who are able to provide help and guidance on a range of employee matters.
We also provide online or on-site HR training for your staff appraisal responsibilities, performance management, change management and disciplinary matters.
Our aim is to let you get on with what you do best and that is run your business. If you want to find out more about our services and how we can support you, then just get in touch.
