Delivering Bad News Tactfully & Effectively

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Delivering Bad News Tactfully and Effectively

           

            Employee productivity is important for a company who depend on a team of people to be able to achieve its mission statement to succeed. When an employee lacks production it can have a negative affect on the entire organization.  Many times employees fail to produce because they have other goals in mind that does not involve the company or personal issues at home that diffuse their work efficiency.  Within a management scenario provided. My staff members are required to maintain high level of technical expertise and deliver excellent customer service. One staff member of 2 years although, has produced years before, is now performing at a substandard level, has been part of recent complaints from co-workers and customers. Also, has been displaying confrontational behavior in which as created a hostile environment. Unfortunately, as a manager delivering bad news to employees who are in need of change is part of the job. In this paper I will share how I, as a manager will approach my employee and provide that person with an ultimatum of improvement or be dismissed. Also, I will anticipate the employee’s response and analyze the assertive communication technique that I will use towards this conflict.

            There are many ways I can approach this employee and deliver my message. I can send him an email, write a letter and communicate electronically or I can sit with this person face to face and have an interpersonal productive conversation. The best way to approach this person is via face- to-face interaction. When delivering bad news or towards this specific employee to lack being insensitive I will put my self in their shoes. When sitting the person down and beginning the process I will share aspects within his or hers performance that are positive. And or will thank this person for the hard work and dedication he or she has delivered for the company to this point. Opening my conversation this way will create a receptive audience. If I attack them with all the negative news from the beginning he or she will close up and will lack sharing his or her experience.

            My approach will also be assertive collaborative approach. I would go with this approach because I want to learn what is going on with him or her that is causing the issues. The person has been a loyal employee in the past and their might be something outside of work that is distracting the person. I want this employee to redeem themselves from all allegations and have a second chance. I want them to understand that we want the person as an employee but they will have to work hard and understand where the company is headed with or with out their cooperation. The assertive conflict resolution style “reflects the premise that all persons should communicate in a manner that does not violate one’s self-worth; the needs and goals of both persons have equal value. The outcomes of assertive behavior may include the accomplishment of goals, reinforcement of the self-concept, and relational development or maintenance.” (Cahn, 2011)

           

            I will remind the employee what the mission of the company is as well as the qualities that are important to make the company successful are. It is imperative that he or she knows what is important for the company so when I share his or her lack of production, attitude, and environmental impact he or she can understand where the company stands on there behavior. After I share my concerns and how his behavior lacks congruency with the company mission than I will provide him with an ultimatum. I would say in the most respectful and positive manner that he or she needs to step their game up production wise, develop a better working relationship with there co workers and provide exceptional customer service from hear on out or be released. Once providing him with this information to end the meeting I will end our encounter with a positive note so that there won’t be any negative energy between both parties.

            In conclusion, delivering bad news is part of Manager duties. It is something that is unfortunate however, I will make sure to put my self in the employees shoes so when stating my case I will not be insensitive to his or her feelings.  Also, I will open and end our interpersonal conversation with positive thoughts. Lastly, I will share the company mission statement and what we think would be important to make the company succeed. After sharing the company mission statement I will share what their attitude, production and environmental energy is causing the company so they can understand the ultimatum decision. 

 

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Reference:

Cahn, (2011) Managing Conflict Through Communication: VitalSource eBook for Ashford University, 4th Edition. Pearson Learning Solutions.