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Handling Difficult Conversations with Employees: What Every Manager Needs To Know

Part of the HRMorning Performance Management Series

No one likes having a difficult conversation with an employee, but the problem isn’t going away by itself. And if you don’t deal with it, you’re encouraging it to continue.

People notice when you ignore bad behavior. The poor performers think it’s great because they don't see any consequences. And the good performers will get sick of it and leave – only to be replaced by more problem employees.

Handling Difficult Conversations with Employees: What Every Manager Needs to Know gives you a clear, straightforward plan for tackling tough conversations head-on, while staying well within legal boundaries.

What's Inside?
Handling Difficult Conversations with Employees: What Every Manager Needs to Know

Develop a System for Holding Difficult Conversations

  • Do’s and don’ts to help you control the conversation and reach your goals
  • A 5-part conversation method for changing specific behavior
  • 3 common conversational legal traps and how to avoid them
  • Dangers and risks of stereotyping by age, race, gender, etc.
  • How to recognize the threat of violence

Protect Yourself With Proper Documentation

  • 3 reasons to keep records of your conversations
  • 4 examples of what should not be in writing
  • Why you need to be careful about what goes into an employee’s file
  • How the courts view ‘official’ and ‘unofficial’ conversations

The Toughest Conversations of all: Discipline and Termination

  • Dealing with repeat offenders
  • How to script the conversation
  • Setting the proper tone
  • Ending the conversation
  • Addressing the fallout with the rest of your team

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"I knew I had a difficult conversation coming up with one of my employees. This helped me so much to prepare for the meeting. I was able to remain calm and get the results I needed."
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"Verbiage to use in real conversations"

"Very straight forward giving you good verbiage to use in real conversations."
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