Imagine you have a mediocre employee who has been underperforming for a while. He or she is loyal, with some great attributes, and has been with you for a long time. What do you do?
This dilemma can give a business owner pause, but the key is to confront the employee in a healthy way. Of course most people find any confrontation hard. But I liken it to exercise: Confrontation is hard at first but gets easier and more natural the more you do it.
Confrontation done right, in fact, is a true asset to your business. Confrontation done wrong, however, is disastrous. Here are eight characteristics of "healthy" confrontation. How well are you doing when you consider that "healthy" confrontation is . . .
1. Built on rapport
If you want people to respond well to feedback, they have to know that you care. This means connecting with them on a consistent basis to build rapport and goodwill.
Address problems when they are small. This is obvious yet it’s easy to let things slide until issues start to build up. The more quickly you address an issue, the more quickly it can be resolved.
3. About making people on your team "right," not "wrong"
No one is perfect or beyond reproach. Confrontation is about closing a gap between what should happen and what is happening. You are communicating to find a solution, not to bring someone down.
4. About issues, not people
You may have a hard time confronting someone in your business because you don’t want the other person to feel attacked. This is why it’s important to confront the issue that is occurring in your business—not the employee involved.
This point is critically important because, if you’re not concise when confronting someone, you risk losing your power. You use facts, not feelings. Last, you need to be specific about what the issue is: Don’t talk around the topic hoping that the other person picks up the hint.
6. Communication with a reasonable tone of voice
When was the last time you confronted someone by yelling, and it turned out well? Me? Never. Probably you, too. If you lose your cool, then you lose the power of great communication.
7. Aimed at a resolution or next-steps
Don’t walk away from a confrontational situation without a future game plan for change. It’s a complete waste of your time if a resolution isn’t achieved. It defeats the purpose of confronting your employee in the first place.
8. Geared to a follow-up after your initial conversation
Do you want to create impact with your confrontation? Then send the message that you are serious about change, with a follow-up conversation to check the status of the issue. This is also an opportunity to remind the other person that you care about him or her.
Overall, the key to healthy confrontation is seeing it as coaching people to perform at their highest level.
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This article originally appeared on Entrepreneur.com. Minor edits have been done by the Entrepreneur.com.ph editor.