Why You Need To Stop Avoiding Those Awkward Conversations With Employees
What kind of conversations are you avoiding and what are the real ramifications of not having them? It could be a recent hire. Someone you had every intention of spending time with and explaining things to. Or knew their onboarding was being handled but wanted to ensure they were getting the information that they wanted.
Or maybe it’s the conversation with a long term employee who’s rapidly falling behind as they haven’t been able to grasp the training on the new technology.
Maybe it’s the unspoken, yet clearly happening, marginalization of minorities that’s happening in you company.
Really all of this boils down to one word – respect. If you respect your colleagues you will have the needed conversation even if it is uncomfortable.
If you respect your long term employees you will ensure there are honest conversations with a long term employee challenged by new technology – if you don’t you could end up loosing their incredible knowledge base.
If you respect your employees you will ensure that you are checking in with them, listening to them and taking actions when you tell then you will. If you don’t you will loose their trust and then you will lose them to your competitor.
If you respect your employees you will take the time to stop and truly look to see who is being marginalized in your company – and then you’ll look at why you are allowing it. If you don’t then the marginalized pool of people becomes larger because the poor behavior has been silently approved.
If you respect yourself and your employees– you will have the conversations you have been avoiding.
Join the conversation. Why do managers and leaders avoid these conversations? What types of conversations do they (or you) avoid? Comment below and let us know.