Constructively handling difficult conversations with employees is a critical skill for managers in blue-collar industries, especially in Akron, OH. Misunderstandings about performance expectations, inadequate feedback, or interpersonal conflict can cause major roadblocks to productivity, morale, and safety.
Here Are Strategies for Effective Employee Conversations:
Set Aside Time
Challenging or delicate topics should never be communicated in an impromptu manner. Not only is it unfair for the employee who could feel caught off-guard by a serious conversation delivered on the fly, but it also leaves you less likely to clearly convey your main feedback. Set aside time specifically to have a discussion and let your employee know ahead of time.
Prepare Your Points
The last outcome you want when having a tough talk is to come across as harsher than intended or leave your employees not understanding where they stand or what they need to do differently going forward. Prepare your points ahead of time so you feel confident you are communicating the right message to your employee – you may even want to rehearse a bit ahead of time so your delivery is intentional and clear.
Remain Objective
As you are gathering your thoughts and compiling your overall discussion topics, it is essential to take steps to avoid opportunities for misinterpretation and/or an emotional response from your employee. Remain objective and ensure all points are based on specific examples, facts, and outcomes. Feedback that is subjective or generic is frustrating for the employee and is unproductive in the conversation if they disagree or don’t understand.
Consider Their Perspective
As tough as certain topics can be for you to deliver as a manager, they are more difficult for your employee to be on the receiving end. Consider their perspective as you navigate the framework of your conversation and be open-minded to hearing their input – the ideal outcome is mutual understanding of expectations so you both move forward rather than talking at them as a form of reprimanding.
Problem-Solve Collaboratively
Your employee will be more engaged and less upset by a difficult conversation if they feel like a respected and active participant. Problem-solve collaboratively and brainstorm together to determine the right plan to improve, such as asking for their ideas on contributing factors and potential solutions.
Reach Out Regularly
Once the initial conversation is over, it is critical for accountability and success that you make it a priority to touch base consistently as your employee implements your feedback. Reach out regularly for updates to see how things are going and if they are experiencing challenges with which you could help. If they are not on the right track to making necessary improvements, timely follow-up can reiterate your expectations, let them know if they are not meeting them, and communicate consequences that may occur as a result.
Attract Top Talent to Your Akron Team
Find employees to join your Akron team by working with experienced staffing firm PrideStaff Akron. Our mission is to work closely with you to understand your hiring needs and match you with the candidates who are the best fit. Contact us to learn more about our staffing services.
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