Delivering Bad News Tactfully & Effectively

Delivering Bad News Tactfully and Effectively

A professional and courteous approach is the best route to start. Companies have procedures and policies for employees to comply. According to those policies, mangers should approach disruptive employees in line with those procedures.

As department manger, I would schedule an interview with the employee. My first concern would be the overall health of the employee. I would ask how things were going. Are there any health issues? Is everything going well at home? Are there any issues or concerns with the company or other employees? After addressing any issues, I would explain the employee’s behavior and the disruption it is causing. Selecting my words carefully, I would reiterate company policy and explain how he has violated it with his behavior. I would also explain that immediate improvement was necessary if he was to continue his employment with the company.  

Next, I would take disciplinary action according to company policy. That action can consist of a verbal reprimand, suspension, or dismissal from the company. If the employ becomes confrontational during the meeting, I would have him escorted from the premises and involve the police if necessary.

I would not assume that he could respond irrationally. He could actually be having personal issues that need to be addressed. The employee could be referred to help or offered time off work to address the situation. As manager, showing the employee first that the company is concerned about him personally could resolve his behavior.

I would use the win-win approach to resolve this conflict. I view this as a situation where both parties can come out on top. “The win-win approach is a conscious and systematic attempt to maximize the goals of both parties through collaborative problem solving. The conflict is seen as a problem to be solved rather than a war to be won” (Fisher, 2000). The company hired this employee because they believed he had the potential to succeed. Companies benefit in the end when they can resolve matters.

If the employee is rational enough to help resolve the conflict, then the win-win approach helps both parties. “The important distinction is we (both parties) versus the problem, rather than we (one party) versus they (the other party)” (Fisher, 2000). Companies are not out to conquer their employees. Understanding employees and their needs can minimize conflict, when possible. Nevertheless, when employees are confrontational, company policy should deal with them accordingly.

                                                                     References

Fisher, R. (2000). Sources of conflict and methods of conflict resolution. The American Society. Retrieved from http://www.aupeace.org/files/Fisher_SourcesofConflictandMethodsofResolution.pdf