登录查看更多内容

How can HR professionals adapt their communication style to better handle difficult employees?

由人工智能和领英社区提供技术支持

As an HR professional, you may encounter employees who are challenging to communicate with, whether they are resistant to feedback, disruptive to the team, or uncooperative with policies. These situations can be stressful and frustrating, but they also offer an opportunity to improve your communication skills and build rapport with your staff. Here are some tips on how to adapt your communication style to better handle difficult employees and foster a positive work environment.

此文章中的业界达人

由社区从 5 条内容中精选。了解更多

Adeteju A.

People and Culture | Talent Management | Talent Acquisition | People Partnering | Change Management
Haseeb Hanif

HR Officer at HTA C/O Coronet Food pvt.ltd
Kisha-Ann Brown

John Maxwell Team Member,Transformational Leader, Senior HR Practitioner

1 Identify the root cause

Before you approach a difficult employee, try to understand the underlying reasons for their behavior. Are they unhappy with their role, feeling overwhelmed, or facing personal issues? Do they have different expectations, values, or goals than you or the organization? Do they lack the skills, knowledge, or resources to perform well? By empathizing with their perspective, you can tailor your message to address their concerns and needs, and avoid making assumptions or judgments that could escalate the conflict.

添加您的观点

Haseeb Hanif

HR Officer at HTA C/O Coronet Food pvt.ltd
举报内容
Before addressing a challenging employee, it's crucial to delve into the reasons behind their behavior. Understanding if they're discontent with their role, overwhelmed, or dealing with personal issues provides valuable context. This insight helps approach the situation with empathy and a targeted resolution strategy. Identifying root causes rather than surface behavior fosters a more constructive resolution. It allows for a personalized and effective approach in addressing the employee's concerns. This proactive understanding promotes a positive workplace environment and enhances the chances of successful conflict resolution.

已翻译

赞

2 Choose the right channel

Depending on the nature and urgency of the issue, you may need to choose the most appropriate channel to communicate with a difficult employee. For example, if you need to give constructive feedback, praise, or recognition, a face-to-face conversation is usually preferable, as it allows you to convey your tone, body language, and emotions more clearly. However, if you need to document a formal warning, a policy change, or a performance review, an email or a letter may be more suitable, as it provides a written record and avoids interruptions or distractions.

添加您的观点

Haseeb Hanif

HR Officer at HTA C/O Coronet Food pvt.ltd
举报内容
Addressing challenges with difficult employees requires choosing the right communication channel based on the issue's nature and urgency. For routine matters, email might suffice, providing a documented record. Urgent issues may demand real-time communication through a phone call or instant messaging. Considering the employee's preferences, the complexity of the problem, and the need for privacy influences the choice between written communication, face-to-face meetings, or video conferences. Documentation needs, accessibility, building trust, group dynamics, and follow-up requirements further guide the selection. Thoughtful consideration of these factors ensures effective communication and contributes to a healthier workplace culture.

已翻译

赞

3 Use active listening

One of the most important skills for effective communication is active listening, which means paying attention, asking questions, reflecting, and summarizing what the other person is saying. By using active listening, you can show a difficult employee that you respect their opinions and feelings, and that you are willing to understand their point of view. Active listening can also help you clarify any misunderstandings, identify any gaps or inconsistencies, and confirm any agreements or actions.

添加您的观点

Haseeb Hanif

HR Officer at HTA C/O Coronet Food pvt.ltd
举报内容
Active listening is a crucial skill for effective communication, encompassing attentive focus, thoughtful questioning, reflective engagement, and summarization of the speaker's points. This skill fosters understanding, promotes meaningful dialogue, and enhances the overall quality of communication interactions. By demonstrating a genuine interest in what others are saying, individuals can build rapport, resolve conflicts, and create a more collaborative and empathetic communication environment.

已翻译

赞

4 Be assertive and respectful

When communicating with a difficult employee, you need to balance being assertive and respectful. Being assertive means expressing your thoughts, feelings, and needs clearly and confidently, without being aggressive or passive. Being respectful means acknowledging the other person's thoughts, feelings, and needs, without being dismissive or submissive. By being assertive and respectful, you can communicate your expectations and boundaries, while also showing empathy and appreciation for the other person's contributions and challenges.

添加您的观点

5 Seek feedback and follow up

Finally, after communicating with a difficult employee, you should seek feedback and follow up on the outcome. Asking for feedback can help you evaluate the effectiveness of your communication style, and identify any areas for improvement. Following up can help you monitor the progress and performance of the employee, and provide any additional support or guidance they may need. Seeking feedback and following up can also demonstrate your commitment and accountability, and build trust and rapport with the employee.

添加您的观点

Adeteju A.

People and Culture | Talent Management | Talent Acquisition | People Partnering | Change Management
举报内容
Recently, I discovered the importance of seeking feedback and following up after handling a difficult situation with an employee. This practice aids in pinpointing areas for improvement and ensures ongoing monitoring of their progress and performance, allowing for necessary additional support. It’s crucial not to assume everything is resolved after the initial conversation.

已翻译

赞

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Kisha-Ann Brown

John Maxwell Team Member,Transformational Leader, Senior HR Practitioner
举报内容
When in doubt seek information. “Difficult” is often just code for “I don’t understand” or “I can’t relate” . Having as much information as possible about why the interaction is difficult provides valuable insight which can help to create more focussed solutions. For example, understanding your own preferences as far as communication style and even personality type can be extremely helpful in building empathy and finding common ground with a “difficult” person. Also acknowledging that you may have different styles that could be clashing and making the situation even more difficult makes it more likely that you will be to “meet the person half way” by presenting your point of view in a way that is most relatable and accessible.

已翻译

赞

HR Operations

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How can HR professionals adapt their communication style to better handle difficult employees?

1

2

3

4

5

6

1 Identify the root cause

2 Choose the right channel

3 Use active listening

4 Be assertive and respectful

5 Seek feedback and follow up

6 Here’s what else to consider

HR Operations

给文章评分

感谢您的反馈

更多HR Operations相关文章

更多相关阅读内容

How can HR professionals adapt their communication style to better handle difficult employees?

1

2

3

4

5

6

1 Identify the root cause

2 Choose the right channel

3 Use active listening

4 Be assertive and respectful

5 Seek feedback and follow up

6 Here’s what else to consider

HR Operations

给文章评分

感谢您的反馈

查看其他技能