Having difficult conversations with employees is a challenge many employers face. These discussions often address issues such as poor performance, behavior concerns, or conflicts within the workplace. Avoiding these conversations can negatively impact morale and workplace culture.
A study by Bravely found that 70% of employees avoid difficult conversations with their supervisors or colleagues. This avoidance can lead to misunderstandings, decreased morale, and unresolved performance problems.
To approach these situations effectively, experts recommend several steps. Before starting the conversation, it is important for employers to clarify their intentions and focus on facts rather than assumptions or emotions. Specific examples should be used to describe the issue at hand.
For example: “Over the past two weeks, I’ve noticed you’ve arrived 10–15 minutes late on five occasions. Let’s discuss what’s going on and how we can address it.”
It is also advised to choose a private setting for the discussion and provide advance notice so employees are prepared. Delivering feedback in person allows for respectful dialogue and an opportunity for questions.
Empathy is key when opening the conversation. The goal should be to find a solution together rather than assign blame. Specific behaviors should be addressed instead of making general statements about character.
An example of this approach: “In yesterday’s client meeting, I noticed that you interrupted your teammate several times. That made it difficult for us to present a united front.” This method avoids vague criticisms like “You’re not a team player.”
Employers are encouraged to listen actively during these discussions and work collaboratively with employees on next steps. Documenting what was discussed and scheduling follow-ups helps ensure clarity moving forward.
The Employers Association of New Jersey (EANJ) provides support for employers navigating these types of challenges through resources such as training sessions, compliance guidance, wage surveys, affirmative action plan development, educational seminars, consulting services, and community networking opportunities official website. The organization serves businesses across New Jersey from its headquarters in Livingston official website.
Employers seeking further guidance can contact EANJ for consultation services related to managing difficult employee conversations.
EANJ will host a webinar titled “How to Conduct Difficult Conversations with Employees” on Thursday, September 18, 2025 from 10 AM to 11 AM. Andree Laney, Esq., will lead this session covering legal, business, and interpersonal aspects of workplace conflict management. Registration costs $65 for EANJ members and $125 for non-members.
For more information about EANJ’s offerings in labor relations and human resources—including advocacy for business-friendly employment policies—visit their official website.
