As a manager, your role is about more than just steering the ship or making strategic decisions. It's also about nurturing your team, helping them grow, and addressing performance issues when they arise. Many new managers excel in tasks like project planning and task completion. But they often struggle when it comes to having tough conversations about employee performance or results. Engaging in difficult conversations can be daunting, especially if you're conflict averse. And these challenging dialogues are important to fostering employee development and organizational success.
Here are three reasons to have tough conversations related to employee performance or results, even if you're conflict averse.
Confronting Conflict Encourages Personal Growth
One of the most compelling reasons to have tough conversations with your employees is to support their growth and development. These conversations are an opportunity to identify areas that need improvement and offer guidance on making the necessary changes. When approached constructively, these discussions can empower employees to learn and grow, ultimately enhancing their skills and career prospects. Avoiding these conversations out of fear of conflict can hinder personal and professional growth.
Dealing with Conflicts Strengthens Trust
A cohesive and high-performing team is a valuable asset for any organization. Trust is the foundation that leads to cohesion and high-performance. Openly and honestly addressing performance issues demonstrates your commitment to transparency and honesty. Your willingness to praise their strengths and also address their challenges helps build trust between you and your employees. They will appreciate your open communication about both sides of their performance.
Openly and honestly addressing issues across your team also demonstrates your commitment to a fair and equitable work environment. This, in turn, can boost team morale, foster collaboration, and strengthen trust among team members.
Engaging in Constructive Conflict Prevents Escalation of Issues
Ignoring performance problems or avoiding tough conversations can result in issues festering and growing over time. A minor performance concern left unaddressed can become a major problem for both the individual and the entire team. When you quickly confront potential problems by constructively engaging in difficult conversations, you prevent situations from escalating. As a result, you save both time and resources, and you protect the integrity and reputation of your organization.
Tips for Engaging in Difficult Conversations
1. Listen Actively
Difficult conversations will go better if you understand the other person’s perspective as much as you understand yours. Active listening is the key for this type of understanding. When engaging in a difficult conversation, give the other person your full attention. Ask more than you tell, and listen to their answers. Avoid interrupting or formulating your response while they speak. Active listening demonstrates empathy and shows that you value their perspective. Empathy and understanding set a positive tone for the conversation.
2. Use "I" Statements
To prevent the conversation from becoming accusatory or confrontational, use "I" statements to express your concerns and feelings. For example, say, "I noticed that we missed some project deadlines," rather than "You always miss project deadlines." Raising concerns with “I” statements shifts the focus from blaming the other person to describing your observations and emotions. Discussing your observable actions and results rather than your interpretation of those actions and results makes the conversation less confrontational.
3. Focus on Solutions and Future Actions
It is undoubtedly essential to discuss the problem or gap in performance. But it’s more important to focus on the solution than on the problem. Put the problem on the table, identify the source or cause of the problem, and shift to solving the problem. Get out of the past and into the future as quickly as possible. Create a collaborative conversation setting clear expectations and establishing a plan for improvement, thus avoiding a direct confrontation. By focusing on the path forward, you transform a difficult conversation into an opportunity for growth and development.
Having tough conversations related to employee performance or results is challenging. And it is an essential aspect of effective leadership. These conversations foster growth, strengthen trust, and prevent issues from escalating.
Embrace active listening, use "I" statements, and focus on solutions to navigate these conversations skillfully, even if you're conflict averse. Remember, these conversations are not just about addressing issues. They are also about empowering your employees to reach their full potential and contributing to the success of your organization.
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