“Difficult conversations” are called that for good reason. Whatever the topic – personal hygiene, performance, behavior – it’s difficult to discuss with an employee. To test your knowledge of the best ways to hold a difficult conversation, respond True or False to the following:
(Answers at the bottom.)
1. When there’s problem with an employee, you shouldn’t address it right away. Wait a while to see if the problem works itself out before scheduling a conversation.
2. If you’re in a conversation with an employee who starts to rant, you should cut it off immediately and warn the employee to stop.
3. Nothing you say to an employee can be “off the record” – that is, all statements are considered official and can be used against you if the employee later files a complaint or questions your decisions.
Answers
1. False. Your inclination may be to put off the conversation in the hope that (a) the problem solves itself or (b) the employee takes a turn for the better. Neither is likely, so it’s best to address the problem as soon as possible.
2. False. It’s OK to let employees vent a little. Sometimes that’s what they need to do. Just try to avoid letting the rant become the whole conversation – you need to move on to a solution – and don’t tolerate threats from employees.
3. True. You should consider everything you say to be official and part of your capacity as a supervisor. You can’t use the loophole that “this is just between us.” For instance, a supervisor might say, “Confidentially, I really don’t mind if people come in late once in a while.” Then, later when the employee habitually comes in late, he can always say, “But you said you didn’t mind.”
