Once in a while, coworkers have to have unpleasant conversations. Whether it’s a chat between two clashing peers or a discussion about performance concerns between an employee and manager, these talks can be tricky situations. However, ongoing performance management and development makes these kinds of conversations significantly easier. Here’s how:
Setting a precedent
When you’re used to having some kind of regular feedback or performance discussion, bringing up an issue isn’t as big of a deal. Frequent chats set a precedent of open and casual conversation, which means you’ll be well-prepared to talk about difficult subjects.
“Frequent chats set a precedent of open communication.”
In fact, a performance development™ atmosphere can even reduce the stress or pressure of these kinds of conversations. If the only time you sit down with your employees or coworkers is when something is wrong, each conversation will carry the weight of negativity. If you’re used to discussions based on building strengths and reaching goals, however, that will be the framework from which you approach issues. This makes them far less stressful – after all, both parties will come to the table with their minds on improvement and positivity.
According to the Harvard Business Review, considering the other side’s perspective is one of the most important steps in preparing yourself for a difficult conversation. When you have ongoing performance reviews, you’re given a regular glimpse into your coworkers’ or employees’ sides of the story. This insight is invaluable, as it will allow you to find the most productive way to move forward.