Our NatRoad advisers often field questions from members about having difficult conversations with employees.
Mastering this skill will help create a work environment where issues can be raised and resolved quickly, respectfully, and professionally.
Whether you are addressing performance issues, conflicts, or delivering constructive feedback, approaching conversations with empathy and effective communication is key to finding a resolution.
Here are some quick tips from our advisers:
1.Preparing for the conversation – Take time to consider how you want to frame the conversation so you can communicate your message clearly, while focusing on the issue, rather than placing blame. Use specific examples to demonstrate your points.
2.Setting up the meeting – Choose an appropriate time and setting for the conversation. Give your employee notice that you want to have a conversation and what you want to talk about. They may want to invite a support person to attend the meeting. This is important no matter if you are having a conversation with an employee in person, on the phone, or online.
3.Listen – Active listening will help you navigate conversations successfully. Allow the employee to share their perspective, concerns, and feelings. This demonstrates respect and helps you decide how the issue can be resolved.
4.Provide clarity – Be clear about what the agreed resolution and next steps are for you and the employee. In situations such as a performance discussion, you should develop an action plan outlining improvements required. Allow the employee to provide feedback on the plan.
5.After the conversation – Document the conversation and send the employee a copy, if appropriate. Offer support and feedback. Reinforce positive changes and address any remaining issues promptly.
The Fair Work Ombudsman has developed a course and a resource guide for managers. You can access it here: Difficult conversations in the workplace.
