Have you been deferring a difficult conversation?

By Kathy Townley (Principal Consultant), NFP, Government and Education Sector

Are you delaying addressing a performance related matter and hoping somehow it might just go away or improve by itself? That is rarely the case.

Often when we take some time away from the work environment, we find ourselves reflecting on our work/team culture. So as we return from the holiday season, we suggest it is very timely to listen to those thoughts and prompts in your mind, particularly as it relates to having those conversations with others in the team that need to be had. This could equally be for a note or word of thanks or acknowledgement that perhaps got missed. More often however, I am asked about how and when to best address an employee performance related matter.

To make a start and to help put things in perspective and priority, here are 7 suggested questions to consider:

1. Is it likely to be a one off or a recurring pattern of behaviour?

2. What is the context e.g. How serious is it?

3. Is it impacting the business operation, compliance/safety, clients, other employees, stakeholders, brand/reputation?

4. Could appropriate support or training improve the matter?

5. How long could it go on for without causing irreparable loss or damage?

6. Who else is observing and impacted, and therefore likely to be be expecting that something is done about it?

7. How aware is the person of this situation (has it been raised before)?

We can support you to unpack the responses and offer guidance on HOW to best approach your individual matter.

For confidential consultancy support please contact us: kathy@ideas2outcomes.com