Few responsibilities weigh more heavily on managers than addressing uncomfortable workplace subjects. But avoiding these conversations won’t make them go away; in fact, it usually makes things worse! So, despite being difficult, these conversations are essential for maintaining a productive and respectful workplace where all employees feel encouraged to succeed.

Managers and HR professionals are usually the ones who get to handle the uncomfortable topics - attitude problems, offensive odors, absenteeism, poor work habits, and co-worker conflicts. Most managers never learned how to tackle these effectively, but you can, using Captain HR’s actionable suggestions below: 

Here are 3 common situations and Captain HR’s down-to-earth ways to handle them:

1. Personal Hygiene Concerns

Nothing makes a manager squirm more than having to talk about body odor or poor personal hygiene. UGH! These conversations require exceptional sensitivity; cultural differences, medical conditions, or personal circumstances could be contributing to the issue, so it’s essential to approach the conversation with empathy. 

• Meet in private where no one can overhear.

• Use straightforward but considerate language. For example: “This may feel uncomfortable, but I’m sharing it because I want you to succeed here.”

• Focus on the workplace impact, not personal judgment.

• Avoid assumptions about the cause, but ask if there’s anything the company can do to help.

• Reassure them of their value to the team.

  
  

2. Performance Shortfalls

Underperformance must be addressed when it’s first noticed. Your approach should be honest and encouraging. 

• Stick to facts and observable behaviors: “Your last three reports were late.”

• Ask for their perspective: “What obstacles are you facing?”

• Work with the employee to create an improvement plan. “What suggestions do you have to ensure you can get the reports in on time going forward”? 

• Set clear expectations, document them, and schedule follow-ups.

3. Inappropriate Behavior

Whether it’s an off-color joke or rudely interrupting coworkers, those behaviors can erode trust and damage workplace culture if not handled quickly and appropriately. 

• Address the issue quickly; it won’t resolve itself.

• Describe the behavior factually: “I noticed you interrupted Scott several times during the meeting.”

• Explain the impact on others.

• Clarify expectations for change.

• Document the conversation.

Want the full 7-step framework for handling any tough conversation? Enter your email below to get Part Two delivered straight to your inbox.