Who are your best employees? Are they friendly and able to join the team as well as work independently on their own projects? Such employees are priceless. Hence the more difficult it is to discuss with them any uncomfortable topics such as lay-offs, pay cuts or negative feedback on their work. The Smart Blogs website has focused on how to manage such a difficult discussion.
Negative news of any sort will definitely not please your employee. He or she may feel frustrated or annoyed. Unlike dealing with unpleasant people, you are not indifferent to such a conversation and you may feel the disappointment of your good employees as your own fault. Your mistake is that you transfer to the employee how bad you would feel in his or her shoes. In fact, based on your own feelings, you predict the employee’s perception of bad information. Let me tell you something: it is not about you.
Here are some assurances that might not alleviate the negative sense of the message but will help the employee feel less miserable.
1. You are aware of the importance of the conversation and know that in the circumstances a discussion is inevitable. This does not mean a disappointed or angry employee attributes these negative emotions to you. You are just a messenger.
2. You reviewed all the solutions before starting this unpleasant conversation. A feeling of having considered all options before coming to this conclusion will calm you down and suppress the feeling that it is just an impulsive action.
3. You know that options reduce the negative impact of communication. Employees who have their feet firmly on the ground know that sometimes life brings injustices which must be overcome. If you show them possible solutions within the company and outside, they will be able to cope better with the bad news. Discuss with the employee his or her specific "added values" and in the case of termination of employment do not forget to include these in references.
4. You feel that avoiding unpleasant news only exacerbates the situation. Of course, the longer you wait the more difficult the following conversation will be. And not only for the employee but for you as well because of your sense of guilt.
Keep in mind that if you handle this delicate matter with an overview and without predicting the employee’s feelings, you will be more likely to resolve the situation. Instead of misery, you will give your colleague hope for a better future.
What was the most difficult conversation you have ever had with your employees?
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