People frequently respond that they strive to avoid confrontation when asked how they normally handle it. In fact, a survey found that more than 80% of employees avoid at least one tense encounter at work that they know they must have but are dreading. Given that most people see conflict negatively, this figure is not surprising. However, avoidance tactics don’t improve the situation. In most cases, they aggravate the issue. As problems worsen and animosity mounts, individuals eventually stop participating.
Management inevitably involves having difficult talks, whether you’re informing a customer that a project is delayed or presiding over a performance assessment that lacks enthusiasm. How do you get ready for a conversation like this? How do you find the right words at the moment? How can the trade be managed to run as smoothly as possible?
Most managers and employees dread having difficult conversations in the workplace. The truth is that unpleasant talks aren’t as difficult as you may have previously believed when the right preparation is made. It’s crucial to take into account the other person’s perspective and make an effort to completely comprehend where they are coming from. Naturally, the reverse is also true.
Having said that, there are a lot of factors to take into account before you sit down to have that conversation you’ve been putting off.
In this article, we’ll show you ways in which you can manage difficult conversations at the workplace.
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Set an intention:
What are you hoping to get out of this interaction, you can ask yourself? What constitutes “success”?
Everyone should leave the session feeling confident about some ways to proceed and clear on the topics that were covered. Instead than lingering on issues, it is helpful to concentrate on solutions. Looking ahead and making a plan together can help to unite everyone.
If you’re the one starting the conversation, be sure to convey that you’re thinking of everyone’s best interests and that you’re trying to come up with a workable solution. Ask what you can do to assist and come to a mutually acceptable conclusion if you find yourself on the receiving end of a difficult conversation.
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Practice active listening:
When you actively listen, you put more of your attention on what the other person is saying than on your own thoughts.
Although the idea may seem straightforward, it can require some practice. It’s normal for your mind to wander while someone else is talking, but if this happens during difficult situations, you risk losing perspective.
In order to pay attention, attempt. Show that you are paying attention by nodding, saying “yeah” or “I see,” among other nonverbal cues. Additionally, try to see things from the other person’s perspective without passing judgment.
Make an effort to pay attention to what they have to say and respect their feelings. Even though it’s hard to hear what they’re saying, show interest in what they’re saying.
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Show compassion:
These dialogues frequently result in [strained] working relationships, which can be painful, according to experience, says Manzoni. So it makes sense to approach delicate subjects with sensitivity. Be thoughtful and kind.
While doing so, “do not emote,” advises Weeks. “It might not always be nice, but you can manage to convey terrible news in a fearless, honest, fair way.” The worst thing you can do, according to her, “is to ask your counterpart to feel sorry for you.” Sayings like “I feel so horrible about saying this” or “This is so hard for me to do” are not appropriate, she advises. Don’t act like a victim.
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Be flexible and open to change:
You can’t enter the debate with a rigid and uncompromising mindset since it’s a two-way conversation. Being adaptable will help you because you might need to adjust or change some things for the better.
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Enter on a high:
Thank the other person for their time and appreciate the productive outcomes of the discussion by summarizing the solutions that were reached, the changes that will be implemented, etc.
They will feel more confident that you have paid attention to the conversation and have taken into account their viewpoints as a result.
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Find the right setting:
There may be a better, more private setting where you may have this conversation depending on your workplace. If there isn’t much foot activity or a lot of windows, it could make you feel more at ease to have the uncomfortable conversation there so that both you and the other person actually feel alone.
Distractions, noise, and outside influences might detract from the conversation. If you don’t feel like it needs to be so official, you can also make this conversation much more relaxed by getting a cup of coffee. You could find that this relieves some of the pressure you’re under.
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Stick to facts:
Although we are all allowed to have feelings, it is better to keep these discussions based solely on the facts. It’s beneficial to make an effort to disentangle your knowledge and emotions. Thinking about how the person you are speaking to would feel about the things you want to communicate to them is a fantastic method to do this.
Eliminating any type of predictions or assumptions can help you organise your thoughts as objectively as possible. Another excellent method for doing this is to consider the kind of guidance you’d give a friend in a comparable circumstance.
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Document any decisions and important takeaways:
It’s a good idea to write down any decisions that have been reached as well as significant takeaways in order to effectively close your challenging chat. You are making yourself and the other party involved accountable and responsible for whatever has been agreed upon by writing down this dialogue and putting it on paper. In this manner, you can refer back to the documentation of the dialogue, with specific numbers, examples, or other resources that would be useful, should you need to (and we hope you don’t!).
Conclusion:
Even if they can be a little uncomfortable, challenging conversations frequently relieve a lot of stress and anxiety, which only results in a healthier and happier work atmosphere. When there is an office culture that promotes direct, honest, and open communication, employee engagement increases.
This type of workplace culture fosters strong teamwork and improves office chemistry. Never point without first hearing out the other person in the room, and always strive to comprehend your coworker’s perspective.