Tough talks have to happen, and we can balance the bad with some good! Remember to mix in positive news when discussing sensitive topics. As a busy mom, small business owner, educator and overall task master, I’ve found this approach works wonders both at work and home.
-Mary Ruiz, Director of Training and Events
Expert Tips
1. Communicate early and effectively starting on a good note.
Onboarding a new employee? Provide expectations and feedback of expectations the first week. Agree on a communication method. Common options are work email, phone calls, or video conferences. You decide the frequency. Allow an open line of communication during the onboarding process to weed out small issues.
2. Avoid stacking negative feedback, comments, or thoughts for one conversation.
Waiting until the end of the first quarter isn’t the time to let your new employee know they are responsible for a task. Have a set day or time to check in to monitor progress so there is no excess negativity. Use a firm tone when delivering positive feedback, and areas for improvement so there are no surprises. Be consistent across the board.
3. Strategically plan progress monitoring conversations to discuss the team’s current state of affairs.
A great way to stay connected with your people and create a footprint in your community is a quarterly or monthly newsletter, chronicle, or blog. Highlight a staff member, announce upcoming events such as birthdays, or give shoutouts to additions in employee families, or updates to the workplace.
Preparation is Key
Get prepared for the difficult conversation:
- Be prepared with facts such as dates, time, events, and email history.
- Set the tone, is this a friendly conversation or a serious endeavor?
- Be solution focused, what is your end state?
- Conclude with a resolution or plan of action.
Things to consider in your delivery:
-Differing viewpoints are common.
-Timing of your delivery is everything.
-Some information might not be well received.
-Know your audience.