As year-end reviews approach, challenging conversations in the workplace are inevitable.
- Dr. Ryne Sherman from Hogan Assessments provides a guide for delivering constructive feedback.
- Focus on active listening to build trust and understand employee concerns.
- Avoid conversational derailments to maintain a productive discussion atmosphere.
- Set a clear path forward to ensure employee growth and performance.
With the end of the year drawing near, leaders in various organisations prepare for potentially difficult conversations that can significantly impact team morale. Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments, offers guidance on how to approach these talks with a balance of honesty and empathy, aiming to empower teams rather than demoralise them. By employing key strategies, managers can navigate these challenging discussions effectively, ensuring not only transparency but also support for their teams.
One fundamental approach is active listening, a communication skill that requires managers to go beyond merely hearing words. It involves consciously understanding the intent and meaning behind what is being said. According to Dr. Sherman, leaders who actively listen demonstrate their appreciation for team input, thereby establishing a foundation of trust. This trust enables managers to pinpoint performance issues more accurately and identify viable solutions.
In addition to listening, avoiding derailments during feedback sessions is crucial. Managers are encouraged to foster an environment of openness and eliminate distractions that may divert focus or cause discomfort. Dr. Sherman highlights that resistance is a natural response to critical feedback, often stemming from a disparity between how employees view themselves and how they are perceived by others. Facilitating strategic self-awareness can help bridge this gap, leading to more positive outcomes. Compassion and consistency in demonstrating care during these interactions can significantly alleviate feedback resistance.
The final component involves creating a plan for progress. After delivering feedback, it is vital to conclude discussions with a tangible path forward that provides employees with direction and purpose. Managers should work with employees to identify potential obstacles to change and offer the necessary support to overcome them. Dr. Sherman notes that change is more manageable when it occurs within a supportive, communicative environment, ultimately leading to increased trust and engagement within teams.
Navigating tough workplace conversations requires a strategic approach that values empathy and clarity, empowering employees for future success.
