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I know this topic makes people feel squirmy but it's positive, and I want leaders and employees to see it in a positive light. It really is a productive, beneficial conversation, rooted in honesty and transparency, even though it's one of the scariest discussions to have, for both parties.

If you're a leader, take this to heart.

If you have an employee on your team whose performance or behavior is poor, and their job is in jeopardy as a result, you have to have a conversation with that person and let them know that truth.

You have to have the courage to say the words from your mouth.

“Your job is at stake.”

This is one of the hardest things to do as a leader because you don't want to hurt people's feelings, or damage your personal relationship with them, or have them freak out. It can be extremely uncomfortable, but if it’s true then you must let them know. It’s a gift to them.

Truly, it is the kindest, most thoughtful and integrity-filled thing to do for them in the situation. Do not surprise your people by having them lose their job because they didn’t realize the seriousness of the situation. Be direct and honest to give them the opportunity to turn their performance around knowing that the stakes are that high.

People want honest, corrective feedback. Check out these stats:

Jack Zenger and Joseph Fullman conducted a 2014 survey and found that, “When asked what was most helpful in their career, fully 72% [of 899 employees] said they thought their performance would improve if their managers would provide corrective feedback.”

Not only that, but Zenger and Fullman also received stats that showed “A significantly larger number (57%) preferred corrective feedback; only 43% preferred praise/recognition.”

The bottom line is that it’s on you as a leader to own that.

You have the ownership and responsibility to do everything you can to guide and coach people back into greatness if their performance or attitude is putting them at risk of losing their job. You must have the courage to look someone in the face and say, “Based on this behavior, or this performance, your job is at stake if this continues and does not turn around.”

This can be a really positive conversation, it shouldn’t be cold and harsh.

You don't have to say it like a jerk and make them feel terrible. It’s a harsh truth, but it can be delivered in support and as a coach instead of a critic. Saying this to someone should be immediately followed up with, “I am your partner in this. I am here as your support and I will do everything that I can to make sure that you are successful here, and that we turn this around. and get you to where you need to be.”

I know that most leaders are afraid to say this so directly to somebody, but in so many instances when somebody hears that, it is the spark for that person to realize, “Oh, this is dead serious.”

Come from a place of support and partnership.

Ask them, “What do you need from me? How can I support you, how can I get you to where you need to be?” Also ask them to share their perspective and what’s going on for them. Create space for them where they can feel safe to be honest about what’s going on for them and what they need.

Maybe their current role isn’t the right role for them, or it’s just time for them to move on and find a new, better opportunity. That doesn’t have to be a scary conversation either. Things change, people moving in and out of jobs is not the end of the world. Be invested in their success, regardless of what that looks like.

In order to be worthy of the badge of leadership, you need to be courageous and have these kinds of conversations with employees when they’re warranted.

Take it upon yourself to be their coach and a partner who’s committed to their success. Be a leader, own it.

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This article was created by Galen Emanuele for the #culturedrop. Free leadership and team culture content in less than 5 minutes a week. Check out the rest of this month's content and subscribe to the Culture Drop at https://bit.ly/culturedrop 

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