The Best Strategy for difficult Workplace Conversations

Having difficult conversations with employees is an inevitable—if uncomfortable—part of people management. Whether it’s about performance, workplace conflict, sharing negative feedback, or discussing personal issues, being able to address sensitive subjects is an essential part of supporting employees. Yet according to data from?Officevibe’s Pulse Survey software, 24% of employees do not feel that their direct manager is aware of employee pain points (Nearly?1 in 4 employees?).

What Are The Five Main Causes Of Fear?

1. Not knowing how the other person will respond – 43%
2. Not being able to get a point across clearly – 31%
3. Being in a confrontational situation – 29%
4. Getting upset or emotional – 29%
5. The other person getting upset or emotional – 21%

Despite the prevalence of such conversations in the workplace, 80% said they had had no formal training on how to tackle them.

As a result, 43% of senior managers admit to losing their temper and shouting when placed in a difficult conversation, while 40% have admitted to panicking and telling a lie.

The survey also revealed that 57% of respondents said they would do almost anything to avoid a difficult conversation; and 52% said they would rather put up with a negative situation at work than have to talk about it.

Remember To Talk

To help managers deal with difficult conversations in the workplace, remember – TALK.

T –?Think about framing how you think about the conversation differently. Don’t label it as ‘difficult’. It may be about a tricky subject but, by suggesting solutions or alternatives, you can focus on constructive outcomes

A –?Always use clear, simple and neutral language. Refer to specific examples and facts

L –?Listen to what the other person is saying and hear their point of view. Show you care about how they see things

K –?Keep the focus on the issue, not the person

“By remembering to ‘TALK’ everyone can have more constructive conversations at work, whether you’re the boss, or a brand new manager.”

Addressing an uncomfortable conversation can be challenging, but having these tough talks ultimately leads to growth on your team. By approaching sensitive subjects with empathy and care, you can make a difficult discussion productive, and come to a positive outcome.