<div><p><b>When having a difficult conversation, be direct and get to the point quickly. </b></p><p>Difficult conversations become even more difficult when the delivery is complicated.</p><p>Most of the time, the person you're talking to knows that a critique is coming, so rather than dancing around the subject, just get to it.</p></div>

Be direct

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<div><p><b>The more clarity you can provide, the better the critique will be received during a difficult conversation.</b></p><p>Be honest and thorough with your feedback, and fully clarify why you're having the conversation. Offer as many concrete examples as possible so the person understands you're not just pulling things out of thin air. </p></div>

Be specific

<div><b>Prepar for a difficut conversation in advance: think of what you’re going to say, as well as anticipate how the other person might react</b>. </div><p>The more prepared you are, the easier it will be to stay even tempered and not get flustered, and therefore deliver a more solid critique.</p>

Plan out the conversation

<div><b>You must outline the critique and the reason you’re having the conversation, but don’t stop there. You’ll also want to talk about the outcome you’d like to see.  </b></div><p>Illustrating what a positive outcome looks like gives the employee something solid to work towards, and helps them understand why they’re being disciplined.</p>

Choose your words

<div><p><b>Clearly explain the reason for the conversation, the specific critique, and then offer suggestions to improve. </b></p><p>Even if the conversation is to fire an employee, you should still offer a suggestion that will help them improve in their next job.</p><p>Nothing is worse than delivering a critique and leaving it just at that. </p></div>

Offer a solution

<div><b>Keep difficult conversations in an even tone and keep it professional. If you get emotional, so will the other person. </b></div><p>When emotions start to take over, remind yourself that the more in control you are of your emotions, the better you'll be able to deliver the message.</p>

Manage your emotions

<div>Asking questions helps the participants to conversations process what’s happened and allows you to clarify and solidify details of the conversation. <br></div>

Questions serve a double purpose

<div>
<p>All leaders have difficult conversations at some point in time, whether it's telling an employee they aren't getting a raise or a promotion, disciplining poor performance, or even firing someone. Having difficult conversations may never be easy, but there are ways to make those conversations both productive and as painless as possible.</p>
<strong>Be direct.</strong> <p>When having a difficult conversation, be direct and get to the point quickly. This is not the time for feedback sandwiches or an excess of compliments. Both of these feedback techniques will mask the point of the conversation and lessen its impact. <a href="https://twitter.com/intent/tweet?url=http%3A%2F%2Fwww.forbes.com%2Fsites%2Fashiraprossack1%2F2018%2F10%2F28%2Fhow-to-have-difficult-conversations-at-work%2F&amp;text=Difficult%20conversations%20become%20even%20more%20difficult%20when%20the%20delivery%20is%20muddled.%20%23Leadership%20%23HR%20via%20%40AshiraProssack">Difficult conversations become even more difficult when the delivery is muddled.</a>  While it might seem like you're being too harsh diving right into the critique, you're actually doing the other person a favor. Most of the time, the person you're talking to knows that a critique is coming, so rather than dancing around the subject, just get to it.</p>
<strong>Be specific.</strong> <p>Be honest and thorough with your feedback, and fully clarify why you're having the conversation. Offer as many concrete examples as possible so the person understands you're not just pulling things out of thin air. The more clarity you can provide, the better the critique will be received.</p>
<strong>Plan out the conversation.</strong> <p>This is not a conversation you want to have in the spur of the moment. You want to think of what you're going to say, as well as anticipate how the other person might react. Think of the questions they might ask and have answers prepared. The more prepared you are, the easier it will be to stay even tempered and not get flustered, and therefore deliver a more solid critique.</p>
<strong>Watch your language.</strong> <p>The actual words you use during the conversation matter. You must outline the critique and the reason you're having the conversation, but don't stop there. You'll also want to talk about the outcome you'd like to see. If you're disciplining an employee for poor team performance, explain that to them and also talk about what it would look like when team relations are strong. Illustrating what a positive outcome looks like gives the employee something solid to work towards, and helps them understand why they're being disciplined.</p>
<strong>Offer a solution.</strong> <p>Nothing is worse than delivering a critique and leaving it just at that. You'll want to clearly explain the reason for the conversation, the specific critique, and then offer suggestions to improve. If you're telling an employee that they aren't getting a raise, explain why and let them know what they need to work on to make that raise a possibility. Even if the conversation is to fire an employee, you should still offer a suggestion that will help them improve in their next job.</p>
<strong>Manage your emotions.</strong> <p>You want to have the conversation in an even tone and keep it professional. Don't let your emotions dictate your delivery. If you get emotional, so will the other person. This is especially important when the conversation is with an employee who you care greatly for or work closely with. In this situation, take a step back and remove the relationship from the equation. It can help if you simply look at things from a fact based standpoint, and focus solely on that. When emotions start to take over, remind yourself that the more in control you are of your emotions, the better you'll be able to deliver the message.</p>
<strong>Be empathetic.</strong> <p>While your delivery of the message should be stoic, this doesn't mean you shouldn't empathize. Think of how the other person will feel during the conversation, and allow them to process their emotions. If you see they're really struggling with what you've said, pause for a minute while they collect themselves. Clearly explain why you're having the conversation to help them fully understand where you're coming from. If they're really taking the news poorly, remind them that you're delivering this critique to make them better, and you want to see them succeed.</p>
<strong>Allow the other person to ask questions.</strong> <p>Questions serve a double purpose. Asking questions helps the other person process what's happened, and it allows you to clarify and solidify details of the conversation. If you aren't sure that the other person fully comprehended the conversation, ask clarifying questions to check their understanding.</p>
<p>Next time you have to have a difficult conversation, keep these points in mind to ensure that it's productive and well received.</p>
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All leaders have difficult conversations at some point in time, whether it's telling an employee they aren't getting a raise or a promotion, disciplining poor performance, or even firing someone. Having difficult conversations may never be easy, but there are ways to make those conversations both productive and as painless as possible.

Bite‑sized knowledge
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How To Have Difficult Conversations At Work

Be direct

Be specific

Plan out the conversation

Choose your words

Offer a solution

Manage your emotions

Questions serve a double purpose

How To Have Difficult Conversations At Work

11 Keys to Mastering Difficult Conversations

How to have difficult conversations when working remotely

Bite‑sized knowledgeto upgradeyour career

How To Have Difficult Conversations At Work

Be direct

Be specific

Plan out the conversation

Choose your words

Offer a solution

Manage your emotions

Questions serve a double purpose

How To Have Difficult Conversations At Work

11 Keys to Mastering Difficult Conversations

How to have difficult conversations when working remotely

Bite‑sized knowledge
to upgrade
your career