5: Straight Talk with Employees is About Clarity not Conflict

I remember my first manager-level role — one with employees to train, develop, and retrain should performance fall below expectations. I loved it when my team and I were like a well-oiled machine and never thought about how I would feel if we weren’t.

So I was unprepared when my own manager asked me to have a difficult conversation with an employee whom she suspected was stealing from the business. Whether or not I was prepared, it was a conversation I had to have.

​In hindsight, I can see that I didn’t receive the best direction from my supervisor (perhaps my fears prevented me from really hearing her). Instead I did the best I could do in the moment.

Do any of these feeling sound familiar to you?

I decided to get rid of any expectations that this would be a conversation of conflict. I got curious instead.

It was a productive, personable, and successful straightforward talk. Your next one can be too.
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In this episode I share the approach I take when I’m curious about an employee's behavior or performance. Listen for opportunities to make your next “talk” a little easier by trying a clarification-first approach. In this episode I talk about:

• Feelings that may arise when preparing to have a direct conversation with an employee
  
• The difference between clarity and conflict, and types of conflict in the workplace
  
• Ways to search for clarity about an employee behavior or performance
  
• Why asking questions can be the most appropriate way to understand a circumstance or situation
  

After you’ve listened, it’s time to take action! Remember: Knowledge and action are most effective when applied within the context of your unique business, using your unique style.

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