It's All About People - 17th October 2024

READ TIME - 3 minute read

Welcome Back

This week’s It’s All About People covers:

😨 What makes conversations difficult?
📋️ Key skills to navigate difficult conversations
 📃 Conversation Structure

📆 Events this month

It has certainly been a busy week in the world of HR, and predictably the media has been hyping up the news around new day one rights - and in my humble opinion causing un-necessary fear for business owners.

On Tuesday I got the chance to speak to a room full of business owners to outline the facts, what they need to know and how it will affect them.

Needless to say the bookings for our free webinar next week on Fair Dismissals have shot up!

One of the topics was the Sexual Harassment Regulations that come into force in just 11 days time (26th October). Our free guide on this is proving very popular and you can access that here.

So…on to this week’s topic 👇️ 

Difficult conversations are part of any manager or HR professional’s role, yet many of us shy away from them.

Whether it's providing feedback, addressing poor performance, or tackling sensitive personal issues, these conversations can be uncomfortable — but avoiding them can lead to even bigger problems. 💬

❓️ What Makes Conversations Difficult?

- Emotional Impact: Conversations about performance, behaviour, or sensitive issues like personal problems can trigger strong emotional reactions.

- Fear of Conflict: We often fear confrontation, worrying that the conversation may escalate into an argument or damage relationships.

- Uncertainty: The unknown outcome of a difficult conversation can make it daunting. Will the person react poorly? Will it lead to positive change?

👎️ Why Avoiding Them Is a Problem:

When we avoid tough conversations, we risk:

- Escalating Issues: Small problems that go unaddressed often grow into larger ones, leading to more significant conflicts.

- Lower Morale and Productivity: Employees may feel ignored or undervalued if performance or behavioural issues aren’t addressed promptly.

- Damaged Relationships: Avoidance can erode trust and communication, creating a toxic workplace environment. 🤔

📋️ Key Skills for Navigating Difficult Conversations:

- Active Listening: Listen without interrupting. Pay attention to both words and non-verbal cues.

- Empathy: Try to understand the other person’s perspective, even if you don’t agree with it. Acknowledge their feelings.

- Clear Communication: Be direct, but also considerate. Use clear, factual language and avoid being overly emotional or accusatory.

- Emotional Regulation: Stay calm, even if the other person becomes defensive or upset. Take a pause if emotions are running high.

📃 Conversation Structure:

1. Preparation: Know the facts and focus on the issue, not the person. Think about the outcome you want from the conversation. 💡

2. Opening: Set the tone. Explain why the conversation is important and acknowledge that it might be uncomfortable. For example:

 “I’d like to discuss something important, and I want to approach this with mutual respect.”

3. State the Issue: Be clear and specific about what the issue is, using examples. Avoid vague language or making the person feel attacked.

 “I’ve noticed you’ve been late to several meetings over the last month, and I’m concerned it’s affecting the team.”

4. Listen: Give the other person time to respond. This is where active listening and empathy come into play. Be open to their perspective.

5. Explore Solutions: Work together to find a solution or action plan. This shows that the conversation is constructive and aimed at positive change.

6. Agree on Next Steps: Clearly outline what needs to happen next. Make sure both sides are aligned on the expectations moving forward.

7. Follow-Up: After some time, check in to see how things are progressing. This helps maintain accountability and shows you’re serious about supporting improvement.

Final Thoughts

Difficult conversations, when handled well, can lead to growth, better communication, and stronger working relationships. Avoiding them, on the other hand, can create long-term problems that affect not only individual performance but also team dynamics. By approaching these conversations with empathy, clarity, and structure, you can navigate even the toughest talks effectively.

Thank you for being part of our It’s All About People community.

Have a wonderful week!

Emma

P.S. If you're a member of our HR Hub, then we have LOADS of resources around the topics that often call for a courageous conversation like performance and conduct in the Hub.

 P.P.S.  If you are not a Hub member you can try it for only £7 for 7 days - simply sign up here.

P.P.P.S If we have not connected on LinkedIn yet, I would love to connect

Events to Join in the coming weeks (click on the links to join us)

HR Clinic (free to all, come and ask your HR questions) - 22nd October 12pm 

Make Work Pay – Labour’s 100 Day Plan for HR & Leaders (Free Webinar) - OCTOBER 12-1pm

HR Masterclass – Values Aligned, Success Defined (free to clients, tickets £150+VAT) - 7th November 9.30am -12.30pm