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The Appraisal System

For a number of our clients, April sees the start of annual appraisal schemes as it can tie in nicely with the start of the financial year, new budgets and potential pay rises (where applicable). Appraisals are an effective tool to help maintain t...

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Simple Tips

There is nothing queerer than folk and at work there are always going to be personality clashes and difficult situations. Your approach to these problems can make or break your workplace.

How we approach the employee or employees can either calm or enhance the situation. Always remember that it is not a case of right or wrong but how to move forward. Establish what you both want and what will help you both move forward in a constructive manner.

Remember, difficult conversations are a chance for you to turn something unconstructive into something encouraging.

Here are some of our Simple tips to help you deal with those difficult situations:

Stay calm and composed :

Losing your temper or shouting means you can’t hear what they have to say. If you remain calm they are more likely to open up and explain what is really bothering them. Sometimes people just want to be heard, they are not looking for a resolution they just want to know that someone is interested in what they have to say.

Don’t presume to know how they are feeling:

There is nothing worse than someone telling you they know exactly how you feel; they don’t, no one can know exactly how you feel so let them speak first and listen. Most people are not out to be difficult, try and understand what is causing them to behave in this manner.

Be factual:

Explain how the situation is affecting other people or the business. They may be so caught up in their own issues that they have forgotten about the effects they may be having elsewhere. Remind them that their actions have consequences.

Forgive and forget:

If a colleague has made a mistake or not completed something get your point across then let go. There is nothing to be achieved by harping on about something that cannot be changed. Instead look at what could be done differently to ensure it does not happen again.

What’s important:

Sometimes we get led astray by the conversation, remember what is important and don’t get caught up in a blame response. Think about the outcome you want and how to achieve it.

Don’t react:

Sometimes people are just looking for a reaction, don’t bite! Sometimes it is best not to respond to negative messages or difficult attitudes, move the conversation on to the next point.

Think:

We’ve all had an email sent to us at one point or another, blaming us for something or dragging us into a negative situation. Naturally you are compelled to respond immediately to defend yourself. Instead wait and think, once you have had a chance to calm down, you can respond or choose not to. Email ping pong is a dangerous game! Far better to call a meeting with all involved than to interpret the tone of an email.