HR dilemma: How to handle difficult conversations?

Case:?An HR Manager in a media company is approached by a Supervisor to discuss an appraisal of her team member, a receptionist. This staff has received favorable appraisals over her long tenure with the company. However, the Marketing Director does not favor positive feedback about her and claims she makes too many mistakes and ‘does not give the right first impression at the front desk’. He asks the supervisor to document the receptionist’s poor performance and get the paperwork ready so the termination process can begin. The supervisor is stunned. She thinks the receptionist is a good employee but she can’t afford to lose her own job by going against the Marketing Director.

What should the HR recommend the supervisor do? How should the supervisor handle the differences of opinion with her boss?

Plausible Solutions: Striking a conversation? is one talent, however, how to handle difficult conversations is what we are going to learn from today's HR dilemma.? The supervisor is convinced that negative? appraisal of the receptionist is unethical and at the same time, she does not want to risk her relationship with boss by confronting his perspective. HR must give tactful advices with certain expertise and emotional intelligence.

React Less, Respond More

Since her opinion about direct reportee is being challenged, the supervisor must manage her own emotions to begin with. She must stay calm and? control her overwhelming reaction, which she has rightly done by reaching out to HR.

Time & Place is Critical

When and where to talk with boss regarding this matter is critical. Negating his feedback aloud at a time and place where it might be taken as a direct offence is not encouraged. The supervisor must acknowledge boss's views and take some time to gather facts to support her argument.

Establish Trust in Conversation

The conversation must start on a positive note leading to open ended discussion. This allows boss to feel that his views are given due importance. However, the supervisor must ask specific reasons behind any criticism. Also, she can present particular instances that may support her positive views for the receptionist.

Respect the Final Decision

The objective is to evaluate the whole scenario with rationale and minimal biasness. The supervisor must focus on the results rather personal inclinations. And respect the final decision by the boss.

Disclaimer: The suggested solutions are given in personal capacity, nor do they substitute for any professional legal advice. Hence, other recommendations are welcome. If you have any HR dilemmas, you may DM to Ruheena Kabir, we ensure to keep yours & your company’s identity confidential.