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The more clarity you can provide, the better the critique will be received during a difficult conversation.
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.
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.
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.
Illustrating what a positive outcome looks like gives the employee something solid to work towards, and helps them understand why they’re being disciplined.
Clearly explain the reason for the conversation, the specific critique, and then offer suggestions to improve.
Even if the conversation is to fire an employee, you should still offer a suggestion that will help them improve in their next job.
Nothing is worse than delivering a critique and leaving it just at that.
When having a difficult conversation, be direct and get to the point quickly.
Difficult conversations become even more difficult when the delivery is complicated.
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.
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