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How to Handle Those 'Difficult' Conversations

Sometimes managers have to have difficult conversations, whether it's over someone's conduct or turning down their request for a pay rise. Handling it with tact and delicacy is key.

Managers are often put in a position where they need to sit someone down and have a 'difficult' conversation with them. These conversations are awkward, unpleasant and sometimes upsetting for all involved.

The person opposite you is seldom going to be pleased by what you have to say, but there are ways you can soften the blow.

Firstly, be straight with them. Dancing around a difficult subject will only make the situation worse, so you need to be direct, open and honest. There are ways of being direct without being blunt, so plan in advance what you need to say in order to cut to the heart of the matter.

Secondly, listen to their point of view. Whatever the subject of the conversation, you should always give them the right of reply. If you listen to them, you'll know which issues need to be addressed and that means things will end on a more positive note.

Thirdly, be compassionate. Show them you have paid attention to what they have had to say, that you value their thoughts on the matter. There's always room to show a more human side and it reduces the risk of hard feelings.

Finally, offer solutions, because it's only right to leave the other person knowing how things will be resolved. Even if you're having to let someone go, they would rather have clarity and certainty than be left feeling things are up in the air.

Difficult conversations shouldn't be avoided just because they're awkward. Follow these four pieces of advice and you'll find them much easier to manage.

EQWIPPD SUMMARY:

Be direct
Listen to their views
Be compassionate
Offer solutions