Breaking Barriers – The Secrets to Discussing Taboo Topics with Employees

Discussing taboo topics is like opening a can of worms- once you discuss it, you can’t ignore it. Taboo topics, if left ignored, can start communication problems in the workplace. It’s your duty to bring up these topics and work out a solution with the person concerned.

Communication problems in the workplace could result from two parties avoiding a certain topic that could be awkward for them.

Here are sample situations that could be awkward for employees to discuss:

If you have a good friend at the office, you’ll probably find it hard to tell him that he should use more deodorant in the morning.

If the company recently laid-off several employees, those who were lucky enough to keep their job will find it hard to discuss their job status with those who were let go.

Salary issues. Some veteran employees might be asking, “Why are newer employees getting higher rates?”

Weird eating noises

Favoritism issues

Personal finance problems

Ignoring the problem, gossiping, or confronting the person in public, could make things worse.

Sensitive topics should be discussed in private to prevent communication problems in the workplace. Making an effort to inform the individual about the problem gives him the chance to fix it, rather than letting it linger, causing others to talk about him behind his back.

Tips for Discussing Sensitive or Taboo Topics

Here are five tips for discussing sensitive topics and avoiding communication problems in the workplace:

?#1:??Choose a good time to discuss?– Timing is everything. Choose a good time to discuss and pick a private place where no one can overhear the conversation.

Dropping by someone’s desk to begin discussing a sensitive topic could put the other person off, especially when they are in the middle of something.

#2: Select the right person to talk to?– There are definitely employees who talk a lot more than others.

These people might like gossiping, or they’re just naturally talkative. Whatever the case may be, make sure you take the time to choose who you will confide in to avoid any gossip. Better yet, talk to the person concerned directly. Does a certain someone from accounting have bad breath?

Talk to the person! Adding a middleman just increases the chances of confusion, misunderstanding, and communication problems in the workplace.

#3:?Tie your discussion to the team or company-?Say someone’s hygiene habits or eating habits bothers you, and you talk to the person concerned.

So what? How do you convince him that he needs to change? You can play the part of the concerned friend, and say that he might have trouble finding friends because people are too grossed out with his habits. But how will that play out? Obviously, it will not go well. The person you’re talking to might think you’re meddling with his personal life. A better; more professional way of discussing sensitive topics, is connecting the problem with the company.

Going back to the personal hygiene problem, you can discuss this by discussing how team projects might be delayed because people are uncomfortable working with him.

#4:?Imagine how things will play out during the discussion?– To prep yourself for a sensitive talk, think about how the discussion will play out.

By imagining how a person will react, you will have a better idea of what to say and how to defend your point.

#5:?Prepare yourself for negative reactions?– When dealing with a taboo or sensitive topic, you need to be ready for negative reactions.

Remember, you can only control your reaction and your response- not the other person’s. Don’t be mad when your staff takes your recommendations as an insult.

Talking about sensitive issues can be terrifying, but it is the best way to address communication problems in the workplace. You can start the conversation with opening lines like:

“Can I talk to you for a minute?”

“I don’t know how to tell you this, but…”

“There’s something I think you should know.”

About Linda Finkle

Executives in leading companies rely on Executive Coach Linda Finkle to call them on their blind spots, expand their influence and create bigger things for themselves and the companies they lead.? She has coached and trained more than 2000 leaders in six countries since 2001.

Linda is described as ‘the best of both worlds in that she understands revenue pipeline management as well as running an organization day-to-day’ and ‘an invaluable resource and advisor’ by others.?

Before launching Incedo Group , LLC, Linda built and managed an executive recruiting firm for more than twenty years.??

Linda holds the Master Certified Coach (MCC) title from the International Coach Federation. She has been interviewed in Harvard Business Review, Investor’s Business Daily, US News and World Report, Reuters and The Wall Street Journal among numerous other publications.?

Her book, Finding the Fork in the Road , hit the bestseller list on Amazon. You can learn more about Linda Finkle at: https://incedogroup.com/blog/