23 May 2025
One of the most difficult aspects of being a manager is engaging in difficult conversations with your team members. Most managers prefer to avoid challenging conversations with team members. However, avoiding challenging conversations at work can cause more serious issues later.
By mastering the art of having challenging conversations, you can create opportunities for growth and connection within your team. Your approach can significantly influence the outcome, whether addressing performance issues, interpersonal conflicts, or personal challenges. In this blog, UASA explains some effective ways that team leaders can use to address difficult discussions in the workplace:
Get facts – gather specific examples to illustrate your points for example; missed deadlines or a timeline of incidents.
Choose a relevant time – set aside enough time for a meaningful discussion in a private and confidential space.
Be in the right mindset – reflect on your emotions and assumptions before hard conversations with employees. Reflecting on your mindset beforehand will help you approach the discussion more clearly.
Establish a culture of trust – trust is the foundation for productive conversations. You can build trust by following through on commitments, admitting when you have made a mistake, asking for employees’ input on decisions and showing appreciation for hard work.
During the difficult conversation:
Lead with empathy – empathy and emotional intelligence are foundational skills for having tough conversations with employees. Acknowledge their perspectives, challenges and strive to understand their feelings.
Focus on the issue – avoid personal criticisms during difficult conversations. Stick to behaviors and outcomes, using examples and observable facts of what might be challenging the employee.
Keep your emotions in check – giving feedback can feel overwhelming. Remember to stay calm and curious to keep the discussion constructive. If you feel strong emotions arising, remember to pause before reacting. You can do this by pausing the conversation and scheduling more time.
Listen actively – Listening is as crucial as speaking when approaching tense situations with teammates. Show you are fully present by maintaining eye contact and asking clarifying questions. Avoid rushing to form a rebuttal while the other person is talking. Instead, focus on their message and ask clarifying questions to show your full engagement.
Collaborate on solutions—present challenging discussions with the team as a chance to enhance team dynamics. When teams see obstacles as opportunities for improvement, they can devise creative and practical solutions that boost morale and productivity.
Building trust, responsibility and progress requires handling challenging conversations with consideration and following through. Your responsibilities as a team leader don’t stop after the discussion has ended. You may contribute to developing a positive atmosphere where difficulties can be resolved calmly by outlining the next steps precisely, promoting constant communication, checking in frequently and acknowledging accomplishments.
Reiterating your dedication to your team’s success means providing ongoing resources and exercising patience when issues remain unsolved. In the end, challenging conversations can strengthen bonds and create significant change within your team if conducted with empathy and structure.
Ref: www.lyrahealth.com www.uasa.org.za