Delivering Bad News Tactfully and Effectively

Delivering Bad News Tactfully and Effectively

Although it is never easy, as a Manager, to deliver bad news to an employee, there are tactful and effective ways to communicate the news.  In reviewing the case study on delivering bad news I would approach the employee requesting a meeting. During the meeting, I would get straight to the point of the discussion. While using a warm tone of voice so that the employee can feel more relaxed and not anxious about what is going to be discussed.     
  

 I would then state the facts pertaining to the employee’s performance without mentioning any of the other employee’s performance in the office.  This will assure that the employee understands that we are only there to discuss their performance and is not part of the group. Then go into the facts related to the complaints regarding the employee’s confrontational behavior that has created hostile work environment for the technology support services.  As the department manager, there must be improvement or you (the employee) are subject to dismissal.

 The news of poor performance and behavior issues will often upset and anger the employee. Without making light of the situation with the anticipation that the employee will become again confrontational, attempt to make the atmosphere seen less unpleasant than it already is for the employee. I would be honest as well as optimistic in my communication with the employee. Remain focused on the facts and review the previous points that were made during the discussion, while respecting the employee rights to disagree with the facts provided. Don’t push the employee for compliance. Allow the employee to ask questions and allow time to answer those questions. In order to defuse the situation, give the employee time needed to absorb and understand what is being told to them.   


 The news of possible dismissal will upset the employee; therefore remain calm with the same warm tone use throughout the meeting, not displaying any type of negative non-verbal communication with the employee. Allowing the employee to air his or her own emotions. Do not verbally tell the employee that it is their own fault for this type of discussion to be taking place but assure them without threatening that the issue must be corrected.   

Selecting some course of action, I would explain to the employee by acknowledging that I am aware of the impact that this situation could cause. Assure the employee that both of us can both work together at some solution and provide any assistance that to them, for the best possible outcome.  Continue to remain mindful applying the possibility of dismissal can be overwhelming to employee. Remain considerate when delivering bad news.

Reference:

Koning, L. (2010). People Management. Delivering bad new to your Employees. Retrieved May 21, 2012 from http://www.managementtrainee.co.uk/delivering-bad-news-your-employees.html

McGraw Wentworth. (2009). The Viewsletter. Tips on Delivering Bad News. Retrieved May 21, 2012 from http://www.mcgrawwentworth.com/Viewsletter/2009/2009_Issue2.pdf