Difficult conversations with employees – the dangers of avoiding them

It is understandable why employers often avoid having difficult conversations with their employees – it can be an awkward, emotionally draining and time consuming experience.

However, avoiding those conversations can not only have a negative impact on workforce morale and productivity and increase the potential for legal claims to be brought by employees, but also reduce an employer's ability to successfully defend any legal claims.

WHEN MIGHT DIFFICULT WORKPLACE CONVERSATIONS BE NEEDED?

An employer may need to have a difficult conversation with an employee in many situations, which may include when:

• giving ongoing performance feedback
• conducting formal performance reviews