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How to Approach Difficult Conversations with Employees - To Duhs
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How to Approach Difficult Conversations with Employees

Teach English To Programmers
In: Business

Talking with employees is essential to avoid conflicts

Difficult conversations with employees are an unavoidable part of human resource management in any company, whether it’s due to an employee’s poor performance, not meeting their working hours, or having an out-of-place conflict with a colleague, for example, It is a reality that these situations tend to generate tension and stress for all members of the company. And what often happens is that the necessary conversations to lower tensions and bring positions closer are usually postponed.

In many cases it happens because we don’t know how to start the conversation,

or we don’t know how to choose the most appropriate words to encourage the dialogue to flow. But to stop addressing difficult conversations with employees at the moment is not recommended at all, since a minor problem can lead to a conflict that is difficult to resolve, which will end up affecting the productivity of those involved and harming the work environment.7 Tips for Tackling Difficult Employee Conversations. Anyone who is in charge of a work team needs to have conversation techniques to be able to deal with and resolve any conflictive issue successfully. These 7 tips are very useful to have difficult conversations without being traumatic for anyone:

Prepare the meeting

Whether you’re talking directly to an employee or mediating a conflict, it’s important to determine the purpose of the conversation ahead of time. For this it is important to have all the necessary information before starting to speak. The objective is not to base your message on assumptions, but on data or concrete facts. For this, what you have to do is ask and ask. An active listening that allows obtaining statements from the interlocutors: What objectives is the employee not fulfilling or what responsibilities is he not assuming? In a conflict between partners, what is the other version?

Before entering fully into the conversation

It is also important to know if there is a personal issue that is the real cause of the problem. Free yourself from prejudice. Probably, in certain situations, we have preconceived ideas of what could have happened, created as a result of rumors circulating around the office and/or due to our greater or lesser affinity with the employee in question. These previous ideas predispose us to adopt a certain attitude towards the situation and the employee, and to make value judgments that intoxicate the subsequent conversation. Everyone must have the opportunity to express their point of view, and for it to be heard openly and without predefined filters. Your reaction and response to what the employee has to say to you should be as considered and fair as possible.

 

 

 Criticism yes, but constructive

How can you start a conversation? “I’d like to talk about… with you, but first I’d like to know what your point of view is about…” would be a good example of how to start a dialogue. Nobody likes to hear bad news, least of all about oneself. Forms – verbal and non-verbal language – matter a lot when it comes to starting a complicated conversation. However, it is important to be clear and leave no room for interpretation. If you start the conversation abruptly, it is very likely that your interlocutor will feel attacked and adopt a defensive attitude. learn more

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