Last updated on Jul 19, 2024

Here's how you can assertively manage difficult conversations with subordinates as a manager.

Managing difficult conversations with subordinates is an inevitable part of leadership. As a manager, you must approach these interactions with a blend of assertiveness and empathy to maintain a productive work environment. Assertiveness is not about being aggressive; it's about being clear and confident in your communication. When you need to address performance issues, give feedback, or discuss sensitive topics, it's essential to handle the situation with care. This article will guide you through the steps of assertively managing difficult conversations while preserving the respect and dignity of all parties involved.

1 Prepare Thoroughly

Before engaging in a difficult conversation, preparation is key. Understand the facts surrounding the issue and anticipate potential responses. This preparation allows you to approach the conversation with confidence and a clear objective. Consider the best time and place for the discussion, ensuring privacy and minimal interruptions. By being prepared, you demonstrate respect for your subordinate and the seriousness of the matter at hand, setting the stage for a constructive dialogue.

Add your perspective

Anshu Singh
Report contribution
Why think that the conversation would be difficult ? Everyone is different and so is his perspective and ideas.The first thought should be - the person in front of me has an opinion, so let's listen to him with open minds and then share our own idea or thought. Who knows, may be some more powerful solution comes out after the conversation.

Like

2 Open Mindfully

Start the conversation with a positive, open-minded approach. Acknowledge any emotions involved and express your intent to resolve the issue collaboratively. By setting a cooperative tone, you encourage openness and honesty from your subordinate. Begin with a neutral statement that sets the context without assigning blame, such as "I've noticed some challenges in your recent work, and I'd like to understand your perspective."

Add your perspective

Enoch Nyarkoh (Mphil, MPhil, B.A.)

Ph.D. Candidate, School of Education, The University of Queensland,Brisbane,Australia||Patriot||Chelsea||🇬🇭 🇳🇴 🇦🇺
Report contribution
You need to be open minded and cautious about your diction. Earn trust from them and by so doing, they will open up to resolve issues.

Like

3 Communicate Clearly

Clear communication is vital during difficult conversations. Be direct yet respectful when conveying your message, avoiding ambiguity that can lead to misunderstandings. Use "I" statements to express your observations and feelings without making accusatory remarks. For example, say "I am concerned about the missed deadlines," instead of "You always miss deadlines." This approach maintains focus on the issue, not the person, and helps prevent defensiveness.

Add your perspective

4 Listen Actively

Active listening is just as important as speaking. Give your subordinate the space to share their side of the story without interruption. Show empathy by acknowledging their feelings and viewpoints, even if you don't agree. Paraphrase what you've heard to ensure understanding and demonstrate that you value their input. This step can reveal underlying issues and contribute to a mutually acceptable solution.

Add your perspective

5 Problem Solve Together

After discussing the issue, shift the focus towards problem-solving. Engage your subordinate in identifying solutions and setting actionable steps for improvement. This collaborative approach empowers them to take ownership of the resolution and shows that you are invested in their success. Agree on specific, measurable actions and a timeline to review progress, reinforcing accountability and commitment.

Add your perspective

6 Follow Up

Concluding the conversation, establish a follow-up plan to monitor progress and provide ongoing support. This step reinforces the importance of the issue and your commitment to helping your subordinate succeed. A follow-up meeting provides an opportunity to recognize improvements, adjust action plans if needed, and maintain open lines of communication. By consistently following up, you ensure the conversation leads to meaningful change.

Add your perspective

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

Add your perspective

Here's how you can assertively manage difficult conversations with subordinates as a manager.

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Open Mindfully

3 Communicate Clearly

4 Listen Actively

5 Problem Solve Together

6 Follow Up

7 Here’s what else to consider

Business Reporting

Rate this article

Thanks for your feedback

More articles on Business Reporting

More relevant reading