Navigating difficult performance conversations is one of the trickiest aspects of leadership. You want to maintain a supportive and positive team culture, but what happens when someone underperforms? It’s tempting to avoid tough discussions but as a leader, it’s your responsibility to hold people accountable without compromising care.
In our latest leader guide “From Conflict to Collaboration: 7 Tips for Navigating Performance Conversations”, we share actionable strategies for striking the perfect balance between accountability and care. You’ll get practical advice on handling those tricky conversations that no one enjoys but are crucial for team growth and individual performance.
Finding Balance Between Care and Accountability
It’s common to feel conflicted when someone on your team drops the ball. You don’t want to come off as harsh, demanding or unsupportive, but you also can’t ignore the issues. A healthy team culture isn’t just about support — it’s also about setting clear expectations and holding each other accountable. In this guide, we help you find that balance, so you’re prepared for any performance conversation, no matter how uncomfortable it may feel.
1. Trust the Intent is Positive
Most people don’t wake up thinking, “I want to do a bad job today.” Recognising that people generally have good intentions shifts your mindset going into a conversation. It becomes less about blame and more about care, helping your team member recognise their self-awareness gap. This sets the tone for a positive, growth-oriented conversation.
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2. Start with Care
Before you talk about performance, start by checking in on their wellbeing. Treating people as a whole person at work and being curious about what’s going on for them, opens the door to being vulnerable. Ask open questions like, “How are you feeling?” and “How do you think things are going?” This shows your concern and helps create a sense of psychological safety. When people feel supported, they’re more open to feedback and less likely to become defensive.
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3. Reframe Expectations
Throughout the conversation, it’s essential to reiterate and reframe expectations. This ensures there’s no ambiguity about what’s required moving forward. Clear communication helps align performance with strategic goals and keeps everyone on the same page. Be clear in your communication and ask the person to playback their understanding.
Holding people accountable while maintaining trust is a delicate balance, but it’s possible with the right tools. Our leader guide, “From Conflict to Collaboration: Navigating Performance Conversations”, equips you with everything you need to navigate performance conversations with confidence and care.
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Being a great leader starts with knowing how to handle tough conversations.
