As a leader (and manager), there is a necessity to have critical conversations with members of your team, or the team as a whole. These discussions can be difficult to maneuver and are certainly not one of the most enjoyable activities for all involved. Often times, leaders avoid these discussions, or find ways to "sugar coat" the contents. This can often lead to confusion and a lack of clarity for the team member, and ultimately does a disservice to all parties involved.
The Struggle
Critical conversations are often avoided, to the detriment of both the manager and the employee. In my personal experiences, I have previously avoided these discussions because they made me uncomfortable and frequently left the employee upset. These moments are, unfortunately, a selfish tactic to take. By avoiding that moment of discomfort, the manager leaves the employee without the tools to be successful.
These discussion should be constructive and well thought-out to provide value and direction to the employee, without devaluing them and their efforts for the team.
Overcoming this reluctance is not an easy task, and one that take constant work. These discussion should be constructive and well thought-out to provide value and direction to the employee, without devaluing them and their efforts for the team. By developing your thoughts and strategies for a critical conversation, a manager can set themselves up for a successful conversation.
Setting Up Success
When a critical discussion is needed, it should be viewed as an opportunity for growth. This growth will come from both the employees and the manager. The employee's growth should come from gaining a better understanding of the tools needed for success within the team and organization. This requires clarity of messaging and clear steps for achieving success. Upon reaching these milestones, which may be intermediate steps along the journey, there should be follow up steps outlined for continued growth.
This requires clarity of messaging and clear steps for achieving success.
Growth for the manager is built through "at bats" with these discussions. The more reps a manager gains in having open and honest discussions with their team, the easier these discussion will become to navigate. Over time there will be less aversion to tackling these discussions when necessary.
Don't Be Selfish
Avoiding critical discussions is never beneficial for the manager or the employee. The avoidance of these discussions is a selfish act by the manager, to avoid their personal aversion to being uncomfortable. However, the employee cannot grow unless they have a clear understanding of their performance and the expectations of them. This should be clearly and compassionately communicated, but not watered down. Clarity is the key to success for all parties involved.
Clarity is the key to success for all parties involved.