In the ordinary course of their daily duties, business owners and managers will need to manage conversations with members of staff that can frequently be challenging or uneasy.
The key to managing these sorts of discussions is to be prepared.
What that means is that you need to have a structure in your own mind about what you want to discuss and how you would ideally wish the discussion to go, but you will also need to flexible both in your approach and your expectations. After all, if you set yourself a goal and then find yourself being confronted by something unexpected, you are likely to be disappointed if things do not go entirely to plan. Furthermore, if you persevere with your goal without considering the impact of what the employee is saying, you could risk causing irreparable damage.
You also need to be prepared for the possibility that a single conversation may not solve the issue at hand and that its resolution may need to be handled across numerous conversations or across a process such as a performance management, grievance or disciplinary procedure. Whilst this may seem disheartening, it is actually a positive step to follow the right course.
You should therefore seek to:-
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