1. Don’t Avoid It

When faced with the need to have a difficult conversation, the worst thing you can do is avoid it. By avoiding the conversation, you could be sending the message that you either don’t care about the behavior or situation, or it could signal that you don’t trust or value the employee enough to have it. By handling the conversation in a productive manner you establish trust and respect. 

4. Be Aware Of Non-Verbals

So often it isn’t what you say, but how you say it that matters. That includes tone and body language. Make sure your are sitting at their level, making eye contact, keeping your posture straight and hands down. Avoid things like crossing your arms, placing your hands in your pockets, raising your voice or pursing your lips. Staying mindful of non-verbals will help with the dynamics of the meeting.

2. Have A Clear Plan

Never have these difficult conversations on a whim. When you have difficult conversations in an impromptu manner you are more likely to react emotionally, go off topic and potentially say things you will later regret. If at all possible, you may want to schedule the meeting in advance, giving the employee some insight on what will be discussed. This will help them prepare as well. 

5. Listen With Both Ears

It is often said you have two ears and one mouth for a reason: you should always listen more than you speak. Difficult conversations should always be dialogues, not monologues. This one key along can make all the difference. It is important that the employee feels heard. You may also get some insight on what lead to the current conflict, which is always helpful.

3. Stick To The Facts

Oftentimes people inadvertently make-up stories in their heads about why someone’s behavior is the way it is. To have these conversations successfully you must stick to facts and not make any assumptions. If all you have to go on is hearsay, take the opportunity to get the individuals perception of events before making any accusations. Most times there is more to the story. 

Sample Conversations

These challenging conversations can reach across a wide array of areas, including:

Sub-par performance, personality conflicts, inappropriate behaviors, hygiene and organizational changes.

Stick to these tips and you will find these conversations will be more productive than ever.

1. Assume Good Intentions

Rarely is it the case that someone actually enjoys giving negative feedback. When approached by someone with negative feedback, assume that they are taking the time to give difficult information because they not only care about the work itself, but they also want to help make sure you are successful. When you assume good intentions, you are more open to hear what they are saying. 

4. Be Thoughtful With Words

Whether you are having a conversation in the moment, or following up after you have had time to reflect, it is imperative that you choose your words wisely. Stick to facts and demonstrate that you are taking their feedback into consideration. If you are challenging one of their critiques, calmly explain your position by saying, “I hear what you are saying, please allow me to explain”. 

2. Avoid Emotional Reactions

It is natural to go on the defensive when you feel your work is being picked apart, but you must understand it is not personal. At all cost you should avoid arguments even if you believe you are right. You cannot control what another person says or how they handle a situation, however you can control how you react. You must remain  calm and professional at all times. 

5. Always Follow Up

When given harsh feedback, it is likely that the person providing the feedback is looking for some action. Remember, you have assumed their good intentions, so thank them for taking the time to help you and offer to follow up with them in a reasonable amount of time with a plan of action. This shows a tremendous amount of personal accountability and professionalism. 

3. Take Time To Reflect

While it is important to respond and/or take action on the feedback, it is okay to use some time to reflect. It is perfectly reasonable to politely acknowledge that they have given you a lot of to think about, and you would like to reflect on their feedback so you can give it the attention it deserves. This not only gives you the opportunity to look at things with a fresh set of lenses, it also will prevent you from reacting in the moment. Time equals perspective.

Feedback Isn’t Always Formal:

Keep in mind that feedback can come in a variety of ways including a casual conversation, a quick comment, a formal review or through an email. Regardless of what medium is used to provide the feedback, the key is to focus on these 5 tips and you are sure to handle it well!

1. Tailor It To The Job

A well crafted job description will clearly tell you what the employer is looking for – so pay attention. We recommend printing out the actual job description and highlighting the responsibilities and any key words that are used. By doing this, you will be able to clearly identify what skills and experience the employer is looking for so you can effectively match your experience. 

4. Keep It Relevant

While you assume your resume is all about you, and you are partially right, you must always keep in mind the needs of the reader, because in their mind it is all about them. Keep your messaging relevant to the position for which you are applying. Your resume is not an exhaustive list of all your skills, but rather a document explaining your qualifications for a specific position. 

2. Formatting Matters

You want to make sure that your resume is pleasing to the eye in terms of style, font, and spacing. Use clear headers and stick with modern and professional fonts like Arial or Times New Roman with a font size of 12. While you want to make the document visually appealing, it is the content that matters most, so steer away from images and colors. For some more creative roles (i.e. marketing) you may want to consider adding some professional design to it. 

5. Proofread

Never send off a resume without thoroughly proofreading for spelling, grammar, punctuation and relevance. Before you submit your resume to a prospective employer ask a couple of trusted friends to review both the job description and your resume, and ask for and graciously accept their feedback. The more honest and critical feedback you receive, the better your final resume will be! After the edits and before sending, ask yourself “would I hire me?”

3. Grab Their Attention

Fold a piece of 8.5×11 inch paper in thirds, as if you would be sticking it in an envelope. That top section is the amount of time you have to grab the hiring managers attention. Use that space wisely – we suggest beginning with a qualifications summary, and a list of 3-5 bullet points matching your qualifications to the position they are hiring for. Also, be sure to not embellish your qualifications, as most times they will be verified. 

Resume Facts from BeHiring:

– On average a resume is reviewed for 6 seconds.

– There is a 17% chance your cover letter will be read.

– 76% of resumes are ignored if your email address is unprofessional.

Expanding Your Candidate View

As a hiring manager, you are charged with managing and mitigating the risks associated with hiring. In an employer’s market, you were in the fortunate position where you had a larger candidate pool to draw from, which meant you could be more selective in the risks you took. But now that the market has shifted, you are faced with an unsettling choice: either risk productivity by increasing the time it takes to hire, or expand your applicant pool and take some calculated risks.

Either choice can cause you to lose a little sleep at night. But we can help put your mind at ease and make hiring less risky for you!

Life Happens – But People Can – and Do – Change

While many can say they have experienced the occasional hiccup in their career, some have more than others. Manpower has a long history of working with those candidates and through that experience has developed a proven process to effectively screen and place them in positions that will be a win for all parties involved. This requires having staff that is trained on recognizing transferrable skills and when a candidate has made a personal and professional commitment to change.

Some red flag candidates we have experienced long-term success with include those with:

Working Interviews

Many organizations chose to work with Manpower Maine for the sole purpose of our working interviews. Temp-to-Hire positions are a great opportunity for you to take a low-risk chance on a candidate with some red flags, but who you believe could be a good fit.

Call Us Today for More Information!

We’re Here to Help!

We can help a little, or a lot – you decide!

1. Get To Know Them

Employees want to know that they are more than just an item on your balance sheet. Get to know them, what makes them tick, and what their goals are. Getting to know them on a deeper level will build loyalty, trust and increase productivity and performance. 

4. Be Generous With Praise

It sets a bad precedent if the only time an employee hears from you is when they have done something wrong. Take the opportunity to catch them doing something right and take time to let them know. It doesn’t have to be much, even a simple ‘Thank You’.

2. Be Open & Honest

During good times and bad a company stands together. Being transparent shows your employees you trust them. Employees are paying attention, they know if the company is doing well or not. By being open you will not only show you care but you can prevent unnecessary rumors. 

5. Make Time For Them

Sometimes employees have bad days. And, it is likely that those days can impact their performance. If you notice an employee is in a slump, don’t wait for things to snowball. Ask them is they would like to chat, grab a coffee or go for a walk. It can make a world of difference. 

3. Sweat The Small Stuff

When it comes to showing employees you care, it really does boil down to the little things. A simple ‘Hello” in the morning, or ‘Have a Good Night’, go a long way in showing them you care. Also, keep in mind they say, ‘food is love’ so the occasional donuts or muffins work too. 

Be on Time – Or Better Yet, Arrive Early.

The simplest things are often the hardest, like showing up on time. While your manager might not make a scene every time you are five minutes late, a level of trust is broken! Always arrive ten minutes early – grab your cup of coffee, take care of your morning greetings, and be ready to work at your scheduled time. 

Embrace Learning a New Way.

Yes, you were hired for this role because you had the skills and experience necessary. While you might be used to doing things one way, it is imperative to learn the way your new employer does it. First start by learning their process. If after some time you have suggestions, communicate them appropriately.

Don’t Forget the Reason Why They Pay You.

You are there to get a job done and to be as productive as possible. Consequently, stay mindful of how you are spending your time. Whenever possible, avoid time-wasters and distractions; this includes personal calls, internet surfing and non-work related conversations with peers.

Don’t Add to Workplace Drama.

Personality conflicts, frustrations with processes, and lack of resources are very real in every workplace. These things can lead to drama. While completely preventing or avoiding office drama is likely out of your control – whether you actively participate in it isn’t. You are best served to keep things professional at all times. 

Be A Positive Brand Ambassador.

Be proud of the organization you work for and help it celebrate it’s successes. Tell your friends and family why you like it there and the good work they do. Steer away from any public criticism about the business or your job. You are part of a team now, and if the team does well, so will you.