The HR Hero Returns

I’m back!

Refreshed and re-energised from a fantastic family holiday.

It was soooooo good to take some time out with Rich and the kids, relax, laugh a lot and soak up the much needed sunshine.

Thank you so much to Dani and the team for the continued HR support to our clients, whilst I was away. And for making sure I was able to take a break from work and completely switch off.

I’m now raring to go and looking forward to working with all our existing clients, and no doubt supporting new employers with your HR, employment law and people management needs.?

The world of HR isn't always a holiday but having difficult conversations doesn't have to be hard if you follow my simple steps.

How to Have a Difficult Conversation with an Employee

Having a difficult conversation with a member of staff is never easy, but as a HR professional, manager or business owner it comes with the territory.

Here are some tips to make the process as painless as possible:

Meet in person. Don't have the conversation over the phone or email. Meet face to face in a private location without distractions.

Set the right tone. Stay calm and composed. Speak in a friendly yet serious manner. Express genuine concern for the employee and a desire to resolve the issue.

Be specific and give examples. Vague complaints won't lead anywhere. Provide concrete examples of inappropriate behaviour or performance problems. Give the employee a chance to respond to each issue.

Focus on actions and behaviours, not character. Say "you were late three times last week" instead of "you're unreliable." Criticise the deed, not the person.

Listen with an open mind. Hear the employee out and be willing to understand their perspective. Look for any new information that may be relevant. Ask follow up questions to make sure you have the full picture.

Discuss next steps. Explain clearly what needs to change and by when. Be reasonable and willing to compromise when possible. Provide resources or training if needed. Schedule follow up meetings to keep things on track.

End positively. Reiterate your support and confidence in the employee. Express optimism that the issues can be resolved. Thank them for their time and participation. This will motivate them to make a change.

With the right mindset and approach, you can have a difficult conversation in a professional, compassionate way. Follow through on next steps and you'll be well on your way to conflict resolution.

Managing Emotions: Staying Calm, Productive, Objective and Professional

Remaining calm and composed during difficult conversations is key for any HR professional,? manager or business owner. Reacting emotionally can damage work relationships and credibility. Focus on the facts and issues, not personal opinions.

• Take a few deep breaths to avoid raising your voice or using harsh language. Respond in a measured, professional tone.
• Address the current situation objectively without accusation. Use "I" statements like "I have noticed that..." or "I want to discuss..." rather than "you always..."
• Focus on specific examples and behaviours, not characteristics of the other person. Explain how those actions impacted work or colleagues.

?Listen Actively and Clarify

Give the other person your full attention to understand their perspective. Ask open-ended questions to make sure you comprehend all concerns before responding. Paraphrase what they said to confirm you understood correctly.

• ?Maintain eye contact, nod, and avoid interrupting them while they are speaking.
• Ask follow up questions like "Can you tell me more about that?" or "What specifically happened in that situation?"
• Summarise their key points and ask "Did I understand the issues you raised accurately?" This shows you value their input before addressing the problems.

?Best wishes,

?Kate

PS. If you’re worried about a problem in the team, or?need help?and?advice about?employing staff or managing people,?then?get in touch with me for a free chat: https://www.thehrhero.co.uk/get-in-touch

Disclaimer:? Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.? If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.