Without these conversations, your employees lack a frame of reference for their efforts. They range from full-blown performance reviews and ongoing feedback to progress updates and impromptu praise. And, depending on your work culture, they're also some of the most common. Here are some of the difficult conversations at work that often need to happen: Performance conversationsĬonversations around performance are arguably some of the most important you'll have. They're a necessary part of any effective feedback process. It's hard to briefly encapsulate every possible argument or elephant in the room you might have. It's important to tune your approach to the problem at hand.
These issues can run the gamut from "You took my sandwich out of the office fridge" to "We've found your conduct to be criminally negligent and must immediately terminate your employment" – hopefully that last one is a rarity in your organisation!īut that's where the generalisation ends. If "difficult conversation" sounds broad, that's because it is. So, why do many try avoiding them, and how can we be better.
But, even in the world's most utopian workplace, difficult conversations at work are unavoidable. And constant drama or frequent professional (or personal) disagreements can be a huge red flag. We all want to be part of a positive workplace culture.
HAVING DIFFICULT CONVERSATIONS WITH EMPLOYEES HOW TO
Let's look at why they matter and how to have them effectively. When difficult conversations need to happen, they should happen. Difficult conversations at work are an inevitable part of life.
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