Difficult Performance Conversations

View or download the printable version of the Quick Guide to Difficult Performance Conversations (PDF).

What are difficult conversations?

When you have to give negative or critical feedback or information to others about their performance, you may be anticipating difficult conversations. Difficult conversations involve you giving, receiving, or discussing critical performance feedback.

Why should I hold difficult conversations?

Approaching a difficult performance conversation is challenging and can be uncomfortable: the other person may get emotional, defensive, or resistant to critical feedback. It is especially challenging if the issue has been going on for some time unaddressed. While often uncomfortable, it’s important to conduct difficult conversations because:

• If not addressed, the issue will continue/will not be resolved, resulting in bigger problems in the future, such as damaged relationships, poor performance, or low employee engagement.
• It gives the person the opportunity to address whatever the issue/problem may be. They may not know that their behavior is having a negative impact or that they are performing poorly and, as a result, they cannot fix it.

How do I conduct difficult conversations?

You can conduct and navigate difficult conversations by following the four-step strategy outlined below.