Tag Archives: difficult conversations

Should you share bad news?

When the outlook is grim, should you shield employees from the harsh truth or should you disclose what you know, no matter how badly workers may react? Withholding bad news almost always does more damage than sharing it.

The most common reason for staying mum is this: “If I tell them, they will be devastated. Morale will plummet and productivity will follow.” If you don’t say a word, however, employees’ suspicions may be worse than the reality. And employees who fear for their jobs and spend their spare time working on their résumés are neither motivated nor productive.

What do you think?

— Adapted from Love ’Em or Lose ’Em, Beverly Kaye and Sharon Jordan-Evans, Berrett-Koehler Publishers Inc., http://www.bkconnection.com.

Are you triggering bad behavior?

Are you triggering bad behavior?

Lately I’ve been thinking a lot about frustrating co-workers. No, it’s not because of my own experience—my co-workers are dependable and supportive—but because the topic keeps coming up. The free Focus On section at CommunicationBriefings.com is all about “difficult personalities” this month, we just launched our newest multimedia product called The Co-Worker From Hell and last night I listened to a friend vent about a particularly exasperating co-worker of her own. As far as I can tell, I’m in the lucky minority as someone without maddening colleagues.

First, I want to make one thing clear: I do think that there are some people who really are mean or lazy or otherwise “hellish.” However, I don’t think the vast majority of “co-workers from hell” are. Most of the time, bad behavior is triggered by another person or event, not by the person’s naturally evil ways. Therefore, when you’re completely frustrated by one of your co-workers, it’s best to step back, take a deep breath and ask yourself “What’s causing this person’s behavior?”

Sometimes they are being difficult for a reason that has nothing to do with you and that you couldn’t possibly know about. For example, maybe your co-worker Todd is being short with you because he’s been up all night taking care of a terminally ill parent. There’s not much you can do about that, besides offer Todd your sympathy if he opens up to you.

Other times, however, the behavior is caused by someone at work, and if you’re honest with yourself, you might realize that sometimes that person is you. For example, maybe Margaret is being rude because that not-so-nice comment you made about her last week got back to her. Maybe Bill missed the deadline because you weren’t clear about it. And maybe Clark whines to you about all of his problems because you’ve allowed him to for months. In those cases, the only way to fix the problem is to own up to your part in it.

After a little soul searching, if you suspect that you might be triggering a co-worker’s bad behavior, be the bigger person and approach him or her about it. In a calm, non-confrontational tone, say “(Name), when you (the behavior), it makes me feel (your feeling/interpretation). What have I done to make you act that way, and most important, what can I do to fix it?” Listen to the person’s response with an open mind. Don’t be defensive. After you’ve discussed the issue, commit to making any changes necessary for improving your work relationship, shake hands and put the issue behind you.

Have you ever realized you were causing someone’s bad behavior? What did you do?

[Image Source: Stewart Richards]

Minimize workplace stress: Tactfully decline work without risking your job

workplace stress

Consider this classic workplace dilemma: You are sitting behind a huge pile of work and someone approaches you with another task to do. You know that one more project will start an avalanche of workplace stress, fatigue and disappointments. You want to play nice and please everyone—in fact, you feel obligated to say “yes.” But you also know that agreeing to the added task jeopardizes your reputation for quality work and meeting deadlines. There’s no way you can finish all of your current projects plus this additional one without sacrificing on something.

Good news: There are ways to handle the situation without damaging your reputation. The key is to remain confident and fully aware of your capabilities and limitations. Start by keeping a running list of all your current projects and commitments. Create a daily schedule of specific action steps that need to be completed within the next week or so. This strategy arms you with the information you need when future assignments pop up.

When that inevitable new project presents itself, don’t panic. Resist the temptation to say “No” right away because snap decisions make you appear spontaneous and pessimistic. The person making the request needs to see that you have thoroughly thought things through. Find out details about the assignment, clarify the expectations and timeline, and then respond using one or more of these tactics:

  • Buy time. Say “I’ll check my schedule and get back to you.” Now you can think clearly without feeling cornered.
  • Indicate compromise. State “Although you need this by Friday, I’m not available to do it until next week. Will that be OK?” The requester can wait for you to be available or seek someone else who can complete the task sooner.
  • Offer partial assistance. Say “I can’t do what you ask, but I can help by…” Volunteering for a portion or different aspect of the work demonstrates your willingness to cooperate.
  • Make it work. Consult your boss about changing priorities and make the new task fit into your schedule.
  • Respectfully decline. Express the news in person or over the phone since email messages can be misconstrued. Never begin your rejection with “I’m sorry” because that sounds like you are doing something wrong by saying “No.” Instead say something like “I have prior commitments that prevent me from taking on this project.” Don’t make it sound like you are wavering, because then you may be pressed further until you say “Yes.”

What other ways have you handled assignment requests when workplace stress is already overwhelming you?

[Image Source: Casey Serin]

Know when to keep a comment to yourself

In the past week I’ve had two experiences that reminded me that the cliché “If you don’t have anything nice to say, don’t say anything at all” applies in the business world as much as the schoolyard.

In one instance I was picking up takeout from one of my favorite restaurants. I eat at the restaurant or take a meal home from this place almost once a week, but this was the first time I noticed its frequent buyer cards (the kind where a dozen stamps earn you a free meal). I picked one up, handed it to the woman checking me out, smiled and said “Can I start one of these? I’m in here all the time!”

She took the card and stamped it, but at the end of the transaction she said “You know, your meal really didn’t qualify for this. It’s supposed to be a $10 minimum and your meal was $9.99.” Her tone was accusatory, and I felt uncomfortable. There was, by the way, no indication of the minimum anywhere near the cards, and my meal exceeded $10 if you factored in tax, but still I handed the card back to her: “I don’t need it. I didn’t mean to break any rules.” In retrospect, that seems like a silly thing to say, but that’s how she made me feel—like I was breaking a rule.

Now she was embarrassed. She pushed the card back to me and gushed “Oh no. It’s fine; it’s fine. I don’t mind doing it. I’m sorry. I shouldn’t have said anything. I know you eat here all the time.” I appreciated her apology, but still the whole experience soured me a bit on the restaurant, all because of a penny.

The second instance wasn’t directed at me. It was an unnecessary remark from another customer of a local running store. The store posted a note on Facebook that said something along the lines of “Surprise! We’re giving away free massages at our Logan Circle location until 8:00 tonight! Stop by!” A few people had “Liked” the post, but the only comment read “Wish I’d known about this before I left work … :-/”

It’s possible that I’m misinterpreting the person’s tone, but to me it sounded critical, as if the store had done something wrong by not publicizing the event earlier. When I saw the post and comment in my news feed, I immediately thought, “Really? Is that necessary? You’re complaining about a freebie!”

In both instances, I suppose the speaker had every right to say something. I hadn’t reached the (undisclosed) minimum at the restaurant, and that customer was understandably disappointed about missing the massage. But I don’t think that in either case the comments benefited anyone. Next time, whether you’re the customer or the customer service rep, ask yourself this question before you say something negative: “Will this comment be productive?” If not, keep it to yourself.

What’s the worst unnecessary comment you’ve heard?

[Image Source: Alan Cleaver]

Overwhelmed? Strategize a plan

Man is overwhelmed with work

Today’s tough economic times and minimum staffing leave many employees feeling overwhelmed. What do you say when your boss gives you a new assignment and you already have a full workload? Resist the temptation to declare “I only have two hands” or “I can only do one thing at a time” because those responses sound whiny and may sabotage your job.

Instead, follow these steps to gather the facts and then have a tactful conversation:

  1. Prepare the information. Make a list of all your projects and how long it will take to complete each one. Rank the projects based on importance. Estimate how long the new project will take and determine if it could fit within your schedule. Lastly, think about and be prepared to explain how your heavy workload detrimentally affects your job and the organization’s bottom line.
  1. Meet to discuss the issues. Approach your boss when feelings are positive and energy is high. Express your concerns about adding the new assignment. Keep your complaint brief and back it up with facts. Use “I” rather than “you” to effectively express your own feelings without provoking your boss to become defensive. When possible, make suggestions on alternative work distributions and strengthen your case by talking dollars and cents.
  1. Work together to prioritize. Go over the details of your project list and present your ideas about priority. Discuss with your boss which projects you should tackle first, second and third. Come up with quick ways to achieve milestones. Establish realistic deadlines to avoid being set up for failure.
  1. Participate in regular update sessions. Briefly meet with your boss once a week to go over your workload and adjust priorities. Keep the communications open so all parties can make informed decisions.

What other methods keep you from feeling overwhelmed at work?

[Image Source: Bark]