Why is one of the most important parts of dealing with people, the part that is often overlooked or avoided? Help others present on the labor market to succeed is a central task of leadership. However, many managers avoid difficult conversations with employees.
Have you ever avoided a conversation with an employee because of something you feel uncomfortable? Issues of customer service, support, poor workmanship, lack of teamwork. This happens on every calljust for conversation, which should not be avoided!
The next time the behavior of an employee who is expected to change and yet the feeling of fear growing in his chest, remember:
1 defines the behavior that is not productive. As a person has an impact on work or other team members? Work more specifically, you can feel the additional objective of the exhibition.
2 Describe the behavior you expect. What should be the person whoInstead what they do now? Focus on behavior, not the attitude of employees.
3 focus on results. Ask yourself, "What happens when I discussed with employee representatives in relation to the conduct 'or' What if I am to avoid a conversation with the staff of the problem?" These questions usually take into account that the problem is solved, or not to change the behavior before you begin the conversation.
4 Just do it. Waiting for the"right time" to obtain what is believed to be a difficult conversation that you have an excuse to avoid the situation. Often expect to have the conversation, makes the situation even worse. Before starting the conversation is more likely that the employee can improve performance, and before that can happen to the nicest things.
Sometimes, when the conversation is all that is needed to solve problems at work. Do not let the human tendency to avoid conflict, or "bad news"be done in the way of what is needed.
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