Awkward Feedback: Time for a Serious Conversation (#2 of 4)

Communication is so important. Becoming an expert communicator is the best investment you can make in your career. Working with people requires you to be able to talk with them, relate to them, understand them, and sometimes say things that are … hard to say.

Consider the case I introduced in my last message.

In Case #2, I gave you a rather challenging situation to think about. Here’s the scenario again.

ASKCAL Case #2 of 4:

“What would you do if you had an employee whose personal hygiene is so bad that other employees have complained? How does a supervisor handle the situation without insulting the employee?”

What was your response? How did you decide to handle it?

Here’s my answer:

First I would determine whether the employee has a medical condition or takes medication that results in some type of body odor.  If a medical condition is the culprit, I would seek a solution from the medical authorities.  If the employee does not have a medical condition, I would have a serious conversation with the employee.  I would start by finding something to praise about the employee’s work.  Next, I would explain how the employee’s lack of personal hygiene has a very negative effect on the workplace.  I would direct the employee to work with me to identify what the problem is that creates the bad body odor.  Then I would ask the employee to identify how he or she is going to resolve the problem.  Getting the employee to identify the problem and the solution stands a better chance of being successful because of the “Pride of Ownership” concept which says the one who owns the solution will work the hardest to make it successful.

What do you think? Have you ever had to share some awkward feedback with a co-worker or employer? You can share your response in the comments section below.

Pride of ownership is a concept that will serve you well as a leader. Giving your staff the opportunity to participate in developing a plan to resolve an issue creates automatic “buy-in.” Keep that concept in mind next time you have a workplace problem to solve.

Now take a look at Case #3 of 4:

“What would you do if you had an employee who was trying to undermine your authority behind your back but appeared to be your number one supporter to your face?”

Issues of honesty and integrity … As you can see, our training gets into some heavy, real-life issues. Think about your response to Case #3 and let’s talk!

Until next time, Cal