Let’s face it—difficult conversations are the office equivalent of vegetables: you know they’re good for you, but you’d rather avoid them if you can. Yet, like a balanced diet, these conversations are essential for organizational health. Whether it’s delivering feedback, addressing conflict, or giving your boss some much-needed upward feedback, tough talks are where growth happens.
But here’s the kicker: avoiding these discussions doesn’t just cost us emotionally—it’s a financial drain, too. Research suggests that sidestepping tough conversations can cost companies thousands of dollars per person annually, leading to disengaged employees and higher turnover. So, how can leaders turn these dreaded discussions into opportunities for growth? I’ve got three actionable strategies for you, served with a side of SWAG (Self-awareness, Willingness, Action, and Growth). Let’s dive in.
1. Pinpoint Relationship-Specific Bottlenecks
Here’s the tea: not all conversations are created equal. What’s hard for a manager to discuss (e.g., performance reviews) might be a breeze for their direct reports. Meanwhile, addressing a peer’s tardiness might feel like scaling Everest.
SWAG It Up: Start by identifying where the bottlenecks are in your organization. Use pulse surveys, focus groups, or one-on-ones to get the inside scoop on what’s being avoided. Once you have the data, tailor solutions for each relationship dynamic. Maybe your managers need better tools for delivering feedback, or perhaps peer conflicts require more structured resolution processes.
Pro Tip: One size does not fit all. Customize interventions based on the specific challenges within your teams. Trust me, a little detective work here can make a world of difference.
2. Create a Culture of Upward Feedback
Let’s talk about the elephant in the room: bosses need feedback too. Yet, research shows that most employees would rather fake a bad Wi-Fi connection than tell their manager they’re dropping the ball. But when upward feedback is missing, everyone suffers—including the boss.
SWAG It Up: Introduce systems like 360-degree feedback or anonymous feedback loops to give employees a safe way to share insights with their managers. Even informal channels, like dedicating a portion of team meetings to manager feedback, can create an atmosphere of psychological safety.
Pro Tip: When leaders actively seek input, it signals that feedback is a two-way street. This not only improves leadership but also builds a culture of trust. And trust? It’s the foundation of any high-performing team.
3. Invest in Communication Training for All
It’s not enough to know you should have difficult conversations. You need the skills to navigate them effectively. Yet, more than half of employees feel their organizations fall short in providing the tools for effective communication.
SWAG It Up: Make communication training a cornerstone of your organization. From onboarding to leadership development, ensure everyone knows how to give and receive feedback constructively. Bonus points if you create specialized training for middle managers, who often serve as the organization’s communication hub.
Pro Tip: Focus your training on the why behind difficult conversations. Whether it’s resolving conflict or improving performance, the goal should always be constructive and developmental. A shared understanding of this purpose will help transform awkward exchanges into productive dialogues.
Final Thoughts: Normalize the Discomfort
Difficult conversations are like muscles—they get stronger with use. The more your team engages in these talks, the more skilled and confident they’ll become. As a leader, it’s your job to normalize the discomfort and create an environment where these conversations can thrive.
Remember, bringing SWAG to the table—Self-awareness, Willingness, Action, and Growth—can transform even the most challenging discussions into opportunities for connection and progress. So, let’s lean in, embrace the awkward, and SWAG our way to better communication!
Your Turn: What strategies have you used to navigate tough conversations in your organization? Share your experiences in the comments!