If you have employees in charge, sooner or later you have to maintain some kind of difficult conversation with some of them. This may be a problem of attitude, aggression against colleagues or customers, inappropriate behavior, absenteeism or late entry, clutter the workspace, or personal hygiene, to name a few of the issues that may arise.
The following steps will help to keep difficult conversations when employees need professional feedback.
Ask the employee to talk to you
Even if you are the boss or manager, that request permission to share something important to soften the situation. In addition, give the employee some control over how and when receiving feedback can make a difference in the way they receive and accept the guidelines.
Begin the conversation gently
Difficult conversations because they assume they are dealing with a delicate subject that is easy to offend, hurt or make you feel bad the other.. But the goal is correct behavior, not punish. Therefore, it is important to start gently. The employee will surely feel uncomfortable, which is natural. Its role is to ensure that the discomfort is not understood as something personal and not feel ridiculous.
Be specific and do not go out on a limb
When giving feedback to an employee by a sensitive issue not walk around the bush. Soft start, yes, but not the point. That could further complicate the conversation. Tell the person you speak to the impact that changing their behavior will have a positive outlook.
Set a date
Agree and mark a deadline by which the employee will have to show the change. Set a time frame to review progress will give the employee time to assimilate change and convinced of the need for it. In some cases you will need to follow. If this happens, try the employee feels supported, unsupervised, to increase their motivation and internalization of the need for change.