Employees are not always perfect. Sometimes, they mess up, fail to show up, miss deadlines and commitments, trample expectations, sport messy work areas, and behave inappropriately with coworkers. I have witnessed screaming matches in the middle of work areas; I've had employees purposefully fail at their jobs, in order to be fired.
Others have presented false documentation about funerals, lied on their applications, and abused intermittent FMLA time. All of these situations, and many more not mentioned, require difficult conversations.
You can become effective at holding difficult conversations. Practice in a variety of situations, and these steps, will help you build your comfort level to hold difficult conversations.
After all, a difficult conversation can make the difference between success and failure for a valued employee or, at least, an employee in whom you have invested valuable training and time. Care enough to hold the difficult conversation before the employee is unsalvageable.
Tell us about difficult conversations you've either held, or need to hold, in "comments" below. Thank you for sharing.
Image Copyright James Tutor
More About Dealing With Difficult Employees
I totally agree with managing the tough stuff and Managing change is always a challenge for all HR persons across the globe in any sector any region. Changing field or quitting a job is not the ultimate solutions but he/her takes this as a challenge and practice in a variety of situations so it is a ultimate solutions.
Generally not having a difficult conversation can come from not wanting to make a mistake. This mind set is rather selfish. If a conversation is initiated, for selfish reasons, such as not wanting to “make the person mad at me” or fill in the blank however you want, you are not looking out for the best interest of the employees or the company which is the job description of the HR. The idea of caring enough to have the difficult conversation should be at the forefront of everyone’s mind.