Game-Changing Tips for Discussing Change and Underperformance
Stew Pennykid CertRP
Head of Delivery | Building Services Recruitment Expert | Connecting Top Talent with Leading Organisations
Talking about change and addressing underperformance in an organisation can be tricky, but it's essential for improving team dynamics, productivity, and overall workplace satisfaction. Here’s a straightforward guide on how to handle these conversations with tact and professionalism.
1. Take a Good Look at the Situation
Before diving into any conversation, make sure you thoroughly understand what's going on. For changes in processes or policies, gather relevant data and examples that show why change is needed. When it comes to underperformance, look for patterns over time rather than one-off incidents. Document specific instances that show how it's affecting the team’s productivity or morale.
2. Check Yourself for Bias
Make sure your perspective is fair and not clouded by personal biases. Think about whether your concerns are based on real professional issues or personal grievances. Getting feedback from trusted colleagues can help you see the situation from different angles.
3. Pick the Right Moment and Place
Timing and setting are crucial. Request a private meeting with your manager instead of bringing up sensitive issues in a public forum or during a busy time. A calm and uninterrupted environment will help foster a more open and productive conversation.
4. Come Prepared
When discussing changes, have a well-structured proposal ready. Outline the current challenges, the benefits of the proposed changes, and any potential obstacles and solutions. When addressing underperformance, focus on specific behaviours and their impacts rather than personal traits. Use data and examples to back up your points.
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5. Keep It Constructive
Approach the conversation with a problem-solving attitude. For changes, emphasise how the proposed solutions align with the organisation’s goals and can boost efficiency or morale. When discussing underperformance, frame it as a concern for the team’s overall productivity and offer constructive feedback and potential solutions.
By following these steps, you can handle these tough conversations with confidence and professionalism, ultimately making the workplace more effective and harmonious.
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