Difficult HR conversations
Having difficult and sometimes awkward conversations with employees is part of a manager’s role. Often, these conversations are about sensitive matters and are uncomfortable for both parties. Good leaders address sensitive issues rather than avoiding them. But how an issue is communicated to an employee can greatly affect the outcome of the situation.
Getting comfortable with discomfort
Part of the challenge with having these conversations is getting over the fear or discomfort of having to do it. Some of the hardest conversations can be those regarding personal hygiene, performance issues, or very specific situations relating to a person’s habits. While these conversations can be difficult, they have to happen in order for the issue to be corrected.
How to start difficult HR conversations
Once a concern is brought to your attention, you must decide whether a conversation needs to take place. A single incident usually doesn’t warrant action unless it’s a serious matter. For example, if an employee arrives at work late once in three years, tardiness probably isn’t a concern. However, if this is the third time they’ve been late this week, you’ll need to talk.
After you’ve established that an issue exists and a conversation is needed, it’s important to schedule a meeting. Every situation is unique and will have its own considerations. However, it’s essential that managers communicate the issue with care and take a constructive approach.
Start difficult HR conversations with confidence
Our team of experienced HR and health and safety experts are here to help organizations and HR professionals achieve their organization’s people and culture goals. Avoid costly mistakes and make a plan to tackle those difficult discussions with our Guide to HR’s Toughest Talks.
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