Having to have a difficult conversation with a difficult employee is one of the worst feelings in the world!
Or is it?
It’s amazing how many small business owners and leaders in general shy away from conversations they think might be difficult, allowing employees who are under-performing or *are* difficult to continue what they’re doing, creating a snowball effect of harming the business.
Difficult conversations usually are not that difficult if you come from a place of service, care and support while seeking to understand the perceptions, perspectives, thoughts, beliefs and feelings of the other person, and acknowledge them with empathy.
That might sound like a lot, but it’s really not.
Like my client, Lisa, who had a couple of “problem children” on her team when we started working together. One of the things we did first was work on her confidence to get past fears about having these conversations with her challenging employees.
Then we worked through exactly what she could say so they understand where they are faulting, how to improve, and why it’s in their interest to improve to help them achieve their short-term and long-term career goals that they want.
It’s part skill and part art, but still easy to do.
If you do find it difficult, practice giving critical feedback with someone you trust to give you feedback on how you did, what they heard and what they felt – it might not be what you intended to convey. Take their feedback to heart and determine what changes you can make to improve, and do it again.
Keep going until the other person lets you know that you have come across as caring and supportive.
I absolutely love doing these role-plays with my small business owner coaching clients, helping them to supercharge their confidence in themselves as leaders, their trust in their employees as producers, and their employees’ performances as a whole.
When you do this, people feel trusted, supported and appreciated, even when they make mistakes. Their ownership of their role, their support of you and your business, and their willingness to improve skyrocket!
This is one of the key ingredients to see your business double or triple in the next 6 to 12 months, as my clients do.
After Lisa had these conversations, her employees’ performances completely turned around 180°. They were now empowered, collaborative and supportive of each other. They now support the team as a whole, my client as the owner/manager and the business to go out and serve the business’s mission with enthusiasm and excitement.
In the end, Lisa saw her entire agency’s business triple in less than 12 months while she drastically reduced her work hours and spent more time with her family.
There is NO reason this can’t become your reality, too.
I have ALL the tools. I know the strategy. I’m waiting to help you. The final part of this is you being ready for your NEXT LEVEL.
If you’re done with lower and inconsistent staff performance and are ready to scale your business and reclaim your time with the support of your employees as they transform into superstars, so you can delegate more, take more time off, travel more and live with MORE FREEDOM, then EMAIL ME HERE with the words “Freedom and Growth”, how many people you lead in your business and what you’d love to see change, and I’ll take it from there.
Onward and upward!!! 🚀
Your friend and coach,
Jason Rosado
