4 Things to Do Before a Tough Conversation

Good advice on how to manage tough conversations such as laying off an employee. In particular, I endorse the idea of both being direct and human during this process.\r\n\r\nI want to complement the author’s suggestions with a good practice I learned in my early days as a people manager: Set up a 90-day probation plan with the employee. Let them know that:\r\n


  1. Their performance is below expectations,
  2. \r\n

  3. You agree with them on the specific performance indicators needed to remain on this job, and
  4. \r\n

  5. You will discuss their progress every 30 days.
  6. \r\n

\r\nI have to admit I didn’t always follow this good practice, which led to some difficult discussions.\r\n\r\nAny good (or not so good) experiences you would like to share?\r\n\r\nhttps://hbr.org/2019/01/4-things-to-do-before-a-tough-conversation

Leave a Reply

Your email address will not be published. Required fields are marked *