{"id":1023,"date":"2022-10-14T15:46:16","date_gmt":"2022-10-14T15:46:16","guid":{"rendered":"https:\/\/mo.work\/uncategorized\/how-to-have-difficult-conversations-at-work\/"},"modified":"2025-02-25T16:52:04","modified_gmt":"2025-02-25T16:52:04","slug":"difficult-conversations","status":"publish","type":"post","link":"https:\/\/mo.work\/insights\/difficult-conversations\/","title":{"rendered":"How to Have Difficult Conversations at Work"},"content":{"rendered":"\n<p class=\"is-style-introduction\">No one enjoys having difficult conversations.\u00a0The very thought of it can be anxiety-inducing, especially when you\u2019re worried about hurting someone\u2019s feelings or provoking a negative reaction. <\/p>\n\n\n\n<p>But if you want a happy and healthy workplace with a <a href=\"https:\/\/mo.work\/insights\/how-to-master-the-habits-of-high-performing-teams\/\">high-performing team<\/a>, you must step up and have those tricky conversations.<\/p>\n\n\n\n<p>Recently, a poll by VitalSmarts found that more <a href=\"https:\/\/cruciallearning.com\/press\/employees-run-from-uncomfortable-conversations-crucial-learning\/\" target=\"_blank\" rel=\"noreferrer noopener\">than 80% of workers<\/a> were avoiding a conversation they knew they needed to have \u2013&nbsp;and that 11% of those would leave their job rather than talk about the problem!<\/p>\n\n\n\n<p>The only way to ensure that issues are addressed promptly is to create a culture where difficult conversations don\u2019t have to be scary \u2013 and here\u2019s our complete guide to getting started.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"1\">What are difficult conversations?<\/h2>\n\n\n\n<p>What is considered a difficult conversation can vary widely and depend on the person you\u2019re having the difficult conversation with.<\/p>\n\n\n\n<p>A conversation about underperformance or wellbeing can be straightforward with someone balanced and calm. On the other hand, it can be daunting if you\u2019re planning a similar discussion with someone who\u2019s feeling scared or angry.<\/p>\n\n\n\n<p>However, putting a conversation off very rarely results in the problem going away. In fact, without intervention, it\u2019s far more likely to escalate.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2\">Examples of difficult conversations<\/h2>\n\n\n\n<p>Some very common tricky conversations at work include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Investigating reports of bullying in the workplace<\/li>\n\n\n\n<li>Discussing employee underperformance<\/li>\n\n\n\n<li>Turning down employee requests or ideas<\/li>\n\n\n\n<li>Carrying out a disciplinary meeting<\/li>\n\n\n\n<li>Notifying employees of potential redundancies<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"3\">What you need to know about having difficult conversations<\/h2>\n\n\n\n<p>The biggest thing to remember about difficult conversations at work is that they don\u2019t have to be. They can be a hugely valuable opportunity for change and a great way to build trust, as open and honest communication can help foster a good workplace culture.<\/p>\n\n\n\n<p>There\u2019s also evidence that your conversation may not be as emotional as you think. A study found that 82% of employees feel comfortable engaging in honest conversations about work topics with their managers.<\/p>\n\n\n\n<p>Join our newsletter to get trending content!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"4\">How to handle difficult conversations:<\/h2>\n\n\n\n<p>We wanted to give you some handy advice for getting to the heart of the matter and keeping cool.<\/p>\n\n\n\n<p>But some official training can also be helpful for your organisation, as <a href=\"https:\/\/www.managers.org.uk\/knowledge-and-insights\/news\/top-10-difficult-conversations\/\" target=\"_blank\" rel=\"noreferrer noopener\">around 61% of people<\/a> said they would like to learn how to manage workplace conversations more confidently.<\/p>\n\n\n\n<p>Training can go a long way \u2013 especially for middle managers and anyone hoping to become successful disruptive leaders.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"5\">Preparing for the conversation<\/h2>\n\n\n\n<p>Here\u2019s our step-by-step guide to ensure you\u2019re well-prepared and ready to handle your next difficult conversation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Check in on how open and honest your culture is<\/h3>\n\n\n\n<p>Ideally, you will have built an open and honest workplace culture that allows you to communicate well with your employees.<\/p>\n\n\n\n<p>If you\u2019re not sure how successful your attempts have been, or you\u2019re worried that you\u2019re not seen as an empathetic leader, you may need to put extra focus on ensuring that your employee feels reassured and respected in that moment.<\/p>\n\n\n\n<p>If you have a supportive culture with a strong background in <a href=\"https:\/\/mo.work\/solutions\/employee-recognition\/\">employee recognition<\/a>, you might find you will balance out your difficult conversation with positive reinforcement.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Give plenty of warning and share the key points beforehand<\/h3>\n\n\n\n<p>No one likes to feel blindsided. Sharing the topics you\u2019d like to cover allows employees to think about their responses and mentally prepare themselves ahead of the meeting. It can also keep people grounded and avoid undue feelings of stress or paranoia.<\/p>\n\n\n\n<p>For example, it\u2019s much better to say, \u2018<em>I\u2019d like us to discuss your KPIs around time management, whether there\u2019s anything specific that\u2019s affecting your performance and what we can do to help<\/em>\u2019 than to say \u2018<em>We need to talk about your performance<\/em>\u2019.<\/p>\n\n\n\n<p>The first one clearly shows that you are searching for a solution, and the second suggests there\u2019s a telling-off on the cards.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Stay on topic and try to stick to facts<\/h3>\n\n\n\n<p>It is almost inevitable that emotions will run high when it comes to complicated conversational topics.<\/p>\n\n\n\n<p>This counts for your employees and also for you. However, it is your job to try and keep things calm and constructive.<\/p>\n\n\n\n<p>One good way to do this is to stick to the facts. Come prepared with specific problems or incidents to discuss, and make sure you don\u2019t get drawn off down paths that aren\u2019t relevant to the conversation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Remember that this is about teamwork and understanding<\/h3>\n\n\n\n<p>For most difficult conversations, the real aim is to find out what is at the heart of the problem that prompted the need for discussion. It\u2019s about empathy and understanding more so than agreement.<\/p>\n\n\n\n<p>It could be that you are unable to come to a consensus about the particular issue, but what you can do is work on a solution or way to alleviate some of the stress or negative outcomes that might be associated with it.<\/p>\n\n\n\n<p>Treat a difficult conversation as an opportunity to work together, and your employee is far more likely to be motivated to help.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"6\">What to do after having a difficult conversation<\/h2>\n\n\n\n<p>Immediately after the conversation, schedule some time for you and your employee to cool off.<\/p>\n\n\n\n<p>Tell them to go out and get a coffee, take a brief walk, and do the same for yourself. This will give you time to cool off and process residual emotions.<\/p>\n\n\n\n<p>It\u2019s also very important to book a future catch-up, where you can look at the topic raised and see if there have been improvements or whether it still needs attention.<\/p>\n\n\n\n<p>This will help you both stay accountable and demonstrate that you want things to change for the better.<\/p>\n\n\n<div class=\"height-lg-medium height-small wp-block-meta-box-spacer\"><\/div>\n\n<div class=\"wp-block-meta-box-group\">\n\t<div>\n\t\t\n<div class=\"wp-bootstrap-blocks-row row\">\n\t\n\n<div class=\"col-12 col-md-6\">\n\t\t\t\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"896\" src=\"https:\/\/mo.work\/wp-content\/uploads\/2024\/12\/homepage-banner-1024x896.png\" alt=\"\" class=\"wp-image-1987\"\/><\/figure>\n\n\t<\/div>\n\n\n\n<div class=\"col-12 col-md-6\">\n\t\t\t<div class=\"h-100 d-flex flex-column justify-content-center\">\n\t\t\t\n\n<h2 class=\"wp-block-heading is-style-default\">Transform your culture with Mo<\/h2>\n\n\n\n<p class=\"is-style-lead\">Book a free demo to learn how Mo can help you:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-unstyled\">\n<li>\ud83e\udd1d Improve employee engagement scores<\/li>\n\n\n\n<li>\ud83d\ude80 Reduce employee churn<\/li>\n\n\n\n<li>\ud83d\ude0d Build a collaborative culture<\/li>\n<\/ul>\n\n\n<div class=\"height-lg-small height-small wp-block-meta-box-spacer\"><\/div>\n\n<div class=\"logic-button-align-lg-flex-start logic-button-align-flex-start wp-block-logic-buttons\">\n\t\n<a class=\"is-style-dark wp-block-logic-button\" href=\"https:\/\/mo.work\/book-a-demo\/\"><span class=\"label\">Book your free demo<\/span><span class=\"icon\">\n\t\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 512 512\">\n\t\t\t\t\t<path d=\"M0 256a256 256 0 1 0 512 0A256 256 0 1 0 0 256zM297 385c-9.4 9.4-24.6 9.4-33.9 0s-9.4-24.6 0-33.9l71-71L120 280c-13.3 0-24-10.7-24-24s10.7-24 24-24l214.1 0-71-71c-9.4-9.4-9.4-24.6 0-33.9s24.6-9.4 33.9 0L409 239c9.4 9.4 9.4 24.6 0 33.9L297 385z\"><\/path>\n\t\t\t\t<\/svg>\n\t\t\t<\/span><\/a>\n<\/div>\n\n\t\t<\/div>\n\t<\/div>\n\n<\/div>\n\n\n\t<\/div>\n\t<span class=\"squiggle\">\n\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 459.44 134.09\">\n\t\t\t<g>\n\t\t\t\t<path d=\"M210.12,46.61c-55.04,34.92-94.8,60.16-178.96-3.6L0,84.15c48.63,36.85,88.64,49.94,123.14,49.94,45.45,0,81.31-22.76,114.64-43.9,53.97-34.25,100.57-63.82,194.12-4.78l27.54-43.65c-121.18-76.46-192.23-31.37-249.32,4.86Z\"><\/path>\n\t\t\t<\/g>\n\t\t<\/svg>\n\t<\/span>\n<\/div>\n\n<div class=\"height-lg-medium height-small wp-block-meta-box-spacer\"><\/div>\n\n\n<p><a href=\"https:\/\/mo.work\/\">Mo<\/a>&nbsp;is an employee recognition and engagement platform that can help leaders improve collaboration and morale, reduce employee churn and drive change.<\/p>\n\n\n\n<p>Our platform creates a vibrant culture by developing team habits, encouraging people to celebrate success, recognise results and appreciate colleagues. Your complete toolkit for connecting and motivating teams in the new world of work.\u00a0Book a demo\u00a0with our team today.<\/p>\n","protected":false},"excerpt":{"rendered":"No one enjoys having difficult conversations.\u00a0The very thought of it can be anxiety-inducing, especially when you\u2019re worried about hurting someone\u2019s&#8230;","protected":false},"author":2,"featured_media":2035,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[],"class_list":["post-1023","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Have Difficult Conversations at Work | Mo<\/title>\n<meta name=\"description\" content=\"No one enjoys having difficult conversations.\u00a0The very thought of it can be 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