Here are five steps you can take to make having difficult conversations easier.ġ. Learning to navigate a challenging conversation well is much more effective. Avoiding conflict often makes the problem bigger. Unfortunately, that usually doesn’t work. In fact, 40% of people report that they have put off a conversation for six months or more. That makes it easy to put it off and hope that the issue disappears on its own. Most of us know from experience that the earlier you have difficult conversations, the better.īut, starting a tough conversation can feel daunting. But, preparing for the conversation can make the process a bit more manageable. 20% of Americans are uncomfortable talking to their managers. If you’re worried about how to have a difficult conversation with your boss, you’re not alone. Empathy in tough conversations can make everything run more smoothly. Plus, 84% of employers say empathy leads to better business outcomes. Imagining the other person’s perspective helps you garner empathy before the conversation.ħ2% of employees think empathy drives motivation, so empathy is a must for managers. Then, exploring the other person’s point of view can offer a new perspective. For example, a manager can reflect on how they could better support an employee with poor performance before confronting them. Reflecting on your role in the dilemma can help you see what’s at the core of the issue. Examine how you are feeling about the situation before you have the conversation, so your emotions don’t surprise you. Without properly preparing for the conversation, it’s possible that a tough talk could end in hurt feelings. Self-reflection and empathy play key roles in having an open discussion. It’s crucial to remember that these types of conversations should be a dialogue, not a monologue. When an issue weighs on you, it's normal to imagine a solution without consideration for the other people involved. Often, we go into tough conversations with our desired outcome in mind. Preparing ahead of time can help you focus on having a productive conversation instead of searching for a solution. Understanding is the foundation of many solutions, so both people in the conversation must be on the same page. You may come up with a plan to find a solution or reach a mutual understanding instead.Īim for understanding first. Solutions are only one type of resolution for difficult situations. Managers need to learn how to have difficult conversations with employees and handle conflict at work productively.Īs a leader, it’s important to demonstrate conflict resolution as soon as you identify a problem.īut, not every conversation will lead to a solution. That can make having difficult conversations seem even more intimidating. ![]() ![]() Still, 40% of people think their managers won’t have honest conversations about work topics. When employees don’t feel safe talking about work-related issues, it can create a toxic culture that impacts business success. These ignored conversations lead to lower employee engagement and productivity. Meanwhile, avoiding conflict can cause big rifts in the workplace. Reaching an understanding is often the first step toward creating a better work environment. Contrary to popular belief, conflict isn’t inherently bad.ĭifficult conversations are a necessary part of working well with others.
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