As a leader, one of the toughest things you may have to do is have a tough conversation with a team member. It’s a conversation that’s often avoided because of fear, but it’s important to address issues head-on in order to set your team in the right direction… or even set them free.
Here are three tips for you to have that tough conversation with your employees and get the outcome you desire:
Get Prepared Before calling for that tough conversation with your team member, it’s important to set your intentions for the meeting. What do you want to achieve from the discussion? What do you want the outcome to be? Knowing these answers will give you clarity and help you stay focused during the conversation.
Get Extremely Clear on the Issues In order to have a productive discussion, you need to be very clear on what’s upsetting you or what you want to change. If it’s about a behavior that’s not working, come to the meeting with examples. If it’s about a team member who isn’t meeting expectations, be sure to have clear data and numbers to back up your claims. When you’re clear on the issues, it’ll be easier to get your message across and avoid misunderstandings.
Plan and Hold the Meeting Once you’ve got your intentions and issues clear, it’s time to call the meeting. Plan to do it first thing in the day so you don’t have to spend the whole day anxious about it. Be clear with the team member about what the meeting is about and what you want to discuss. When you’re both sitting down, start the conversation by expressing your concerns, giving examples, and sharing your expectations.
It’s important to remember that having a tough conversation is not about getting your team member to agree with everything you say, but rather to come to a mutual understanding and work towards a common goal. Once you get that feedback from your team member, you’ll find that they’re either going to come on board, change their behavior and do really well, or exit the company. In either case, both parties are always going to be happier.
In conclusion, having a tough conversation with a team member is never easy, but it’s necessary to maintain a healthy work environment. By preparing yourself, being clear on the issues, and planning the meeting, you can set the right tone and achieve a productive outcome. Remember that as a leader, it’s your responsibility to have these tough conversations and guide your team towards success.
As a leader, one of the toughest things you may have to do is have a tough conversation with a team member. It’s a conversation that’s often avoided because of fear, but it’s important to address issues head-on in order to set your team in the right direction… or even set them free.
Here are three tips for you to have that tough conversation with your employees and get the outcome you desire:
Get Prepared
Before calling for that tough conversation with your team member, it’s important to set your intentions for the meeting. What do you want to achieve from the discussion? What do you want the outcome to be? Knowing these answers will give you clarity and help you stay focused during the conversation.
Get Extremely Clear on the Issues
In order to have a productive discussion, you need to be very clear on what’s upsetting you or what you want to change. If it’s about a behavior that’s not working, come to the meeting with examples. If it’s about a team member who isn’t meeting expectations, be sure to have clear data and numbers to back up your claims. When you’re clear on the issues, it’ll be easier to get your message across and avoid misunderstandings.
Plan and Hold the Meeting
Once you’ve got your intentions and issues clear, it’s time to call the meeting. Plan to do it first thing in the day so you don’t have to spend the whole day anxious about it. Be clear with the team member about what the meeting is about and what you want to discuss. When you’re both sitting down, start the conversation by expressing your concerns, giving examples, and sharing your expectations.
It’s important to remember that having a tough conversation is not about getting your team member to agree with everything you say, but rather to come to a mutual understanding and work towards a common goal. Once you get that feedback from your team member, you’ll find that they’re either going to come on board, change their behavior and do really well, or exit the company. In either case, both parties are always going to be happier.
In conclusion, having a tough conversation with a team member is never easy, but it’s necessary to maintain a healthy work environment. By preparing yourself, being clear on the issues, and planning the meeting, you can set the right tone and achieve a productive outcome. Remember that as a leader, it’s your responsibility to have these tough conversations and guide your team towards success.
– Tim Kummerfeld