Managing Difficult Conversations - 6 Tips

Difficult Conversations are important to hold, but we often avoid them or put them off.

These statistics show the impact of not having the conversations:

? Globally, the average time employees spend weekly on resolving disagreements in the workplace is 2.1 hours

? For 26% of UK employees, conflict is a common occurrence.

? In the UK, an average of 485,800 employees resign each year as a result of work conflicts.

? 874,000 employees are estimated to take sickness absence each year as a result of conflict, at an estimated cost to their organisations of ￡2.2 billion (Source: gitnux.org)

When we fail to have the conversations to negate or stop conflict, we end up spending our time and money resolving conflict, and often, it ends up in a hefty recruitment because the employee struggling with conflict has resigned.

Remember that navigating challenging discussions with your team requires finesse and professionalism.

Here are six essential strategies to ensure effective communication and resolution:

1. Conduct Private Meetings.

When addressing sensitive issues, arrange one-on-one discussions in a confidential setting at a mutually convenient time. This approach upholds privacy and dignity, creating a conducive environment for open dialogue.

2. Maintain Composure.

Despite potential tension, maintain a composed demeanor throughout the conversation. By remaining calm and collected, you set a positive example and encourage a constructive exchange, even in emotionally charged situations.

3. Active Listening

Begin by articulating the purpose of the conversation, supported by factual evidence. Subsequently, make sure you allow the individual ample opportunity to express their perspective without interruption. Active listening demonstrates respect and validates their input.

4. Seek Clarification

Clarify any uncertainties by asking probing questions aimed at understanding the underlying issues. This enquiry-driven approach facilitates a comprehensive grasp of the situation, laying the groundwork for effective resolution.

5. Collaborative Problem-Solving

Clearly outline expectations for future performance and collaborate with the individual to devise a feasible action plan. Establish specific objectives, come up with actionable steps for improvement, and offer support as needed to build a collaborative atmosphere.

6. Follow-Up

Schedule a follow-up meeting to assess progress and provide ongoing support. This proactive approach demonstrates commitment to resolution and ensures accountability for agreed-upon actions.

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