HOW TO AVOID HAVING DIFFICULT CONVERSATIONS?

​Emerald Works research reveals that "50%" of managers say difficult conversations are the biggest challenge they face in their role.

Many of us can relate to this issue. It can lead to some level of stress. The usual action is to delay it as much as possible. But, the challenge remains.

Why are we in this situation? Why is there a need to have a difficult conversation?

I believe, it is due to failure to implement a performance management process. Planning is good, but implementation fails.

The usual excuse is NO TIME or OTHER PRESSING MATTERS. A CEO of a billion dollar manufacturing business in Malaysia makes sure he has regular formal performance conversation quarterly. Despite their busy schedule, successful CEO's will always have time for their people. If a CEO can, why we can't.

To reduce stress and challenges of having difficult conversation, it is better to improve the implementation performance management process. Have regular ongoing conversation. A team member in the right direction of performance will help us address some of the pressing issues that need our attention.

​But, to have an effective implementation of performance management, the organizations system should be tweaked to support it. This is the role of HR and CEO.