Learn more about remotework with this collection
How to create a productive workspace at home
How to balance work and personal life while working remotely
How to maintain focus and motivation while working remotely
Be clear on your objective
You need to understand why you need to have the conversation. Decide if you should have the conversation in person or not.
For example, if you have a conversation with an underperforming employee, you may either want them to improve their performance or go through the steps to exit them from your organisation.
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Weigh the pros and cons of video
With remote working arrangements, a video conference may not always be the best choice. If you need to let someone go, a phone conversation can ease the psychological load.
When you want to work with someone to get to a resolution, a video conversation may be better as there is less room fo...
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Starting the conversation
The sandwich approach to delivering bad news may be unproductive. Instead, lead with your perspective.
For example, an employee who is micromanaged might say to their boss, " I have given it a lot of thought, and feel like I need to say that the way I'm being managed is...
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Ending a difficult conversation
When the conversation comes to an end, ensure both parties know how things will change going forward.
It's always good to ask the other party to tell you their understanding of what just happened. It may be that they didn't get what you were trying to say. At that point, you can be specific...
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Book time on the calendar
It's best not to have an impromptu conversation. Instead, schedule the call in advance.
For example, you could ask to have a conversation and set a date and time on your calendar. Ensure that you both have privacy despite fake Zoom backgrounds.
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Organise your thoughts
Create an outline and key talking points, including the desired outcome of the conversation, key messages or examples to share.
Take advantage of an online conversation by keeping your notes in front of you or on a second screen.
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Taking the time to address difficult issues
Difficult conversations at work are inevitable, whether you're a leader addressing a team member's performance or an employee unhappy about a situation with your boss. Remote working adds another layer of difficulty.
Many people would rather leave than talk to their boss. However, i...
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Be clear about the path to success
On the first day, every employee wants to know how they fit in. If you don't establish behavioural expectations from the start, you allow new hires to develop less desirable behavioural patterns.
Instead, pair new staff up with your best employees to help them understand y...
Don’t focus on the negatives
If you’re holding a grudge against someone, expecting them to be late to meetings or to miss deadlines, you’ll likely find the evidence you’re looking for. That’s your confirmation bias at play.
When someone annoys you, rather than focusing on what they’re doing wrong, thi...
It's Not On Them, It's On You - Day 114
"If someone is slipping up, kindly correct them and point out what they missed. But if you can't, blame yourself-or no one." - Marcus
- To be able to see that if a friend is unreliable, maybe it's because they don't know what's wrong or because we haven't tried to help them fix ...
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