5 tips for how to have difficult performance conversations
Avoiding conversations instead of addressing poor job performance is a bad idea.
Few conversations are as difficult for a leader as those dealing with poor performance. Yet, too often, leaders fail to offer the support they should because they spend too much time talking and not enough time listening.
“As human beings we can be uncomfortable with conflict or confrontation,” according to this blog entry from the Lead Change Group. “Despite the temptation to avoid a conversation that raises defenses, leaders guide employees through it. It is both unkind and irresponsible not to.”
The article, which you can read in full here, goes on to list 5 tips for managers having these difficult conversations. It’s important, for example, to have a conversation, to keep your part brief and to inspire hope and action.
“The person in front of you should leave the room encouraged and realize one action they can take immediately to improve.” Good advice and an approach that is —as the author puts it —“true leading.”
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