The 3 Scary Conversations Every Manager Needs to Have With Their Direct Reports

The 3 Scary Conversations Every Manager Needs to Have With Their Direct Reports Being a manager isnt an easy gig. Often, people land in management roles simply because they had skills in their day job and it welches assumed that theyd do well leading a team. Its rare that these folks receive much stab und sttze from their organization on how to evolve into a solid leader and they are usually left to fend for themselves.The skills that got you to your goals as an individual contributor arent likely the same skills you need to be a successful manager. Most leaders either try to wing it and figure it out for themselves, or treat their teams as theyd like to be treated. That can leaves direct reports frustrated or confused. If you feel like youre avoiding one of the conversations below, its time to face the music. Your team will appreciate it.1. You are falling short.Giving someone constructive feedback is challenging. Even when youve got the best of intentions, there are so many factors at play. No one particularly enjoys hearing about what they are doing wrong or how they arent meeting expectations. However, that doesnt mean its ok to avoid the conversation. You may see it as mean to speak with someone about their challenges. But if you truly care about them and their growth, its the kindest thing you could possibly do for them. Have an open dialogue about what expectations are and where they might be lacking, then brainstorm along with them ways to enhance this skillset going forward. Make it known to your team that you are here to support them and are invested in their future. Being willing to have this conversation openly will go a very long way in enhancing your professional relationship with a direct report, if done well.2. You are crushing it.Youd think most people would jump at the chance to shower praise on their rock star employees, but most dont. Lack of time or worries about it being uncomfortable prevent leaders from providing recognition regularly. W hat a bummer In order for people to continue to evolve, they need feedback. If they are doing an excellent job, they need to hear from their manager not only that its occurring but what makes this skillset so important or how it impacts the overall picture of the business. This font of conversation motivates your team to keep going for the gold. Saying great job every now and again when you pass a team member in the hallway isnt going to cut it. Positive feedback needs to be consistent and tailored to the persons needs. For instance, shout outs at a huge company meeting wont go over well for your incredibly shy person. But for the person who loves being the center of attention, that might be exactly what she wants. In order to do this well, you need to know your team well enough to provide the type of recognition theyd desire. Make it a priority for your team and beyond. It will work wonders.3. Any conversation that shows vulnerability and opportunity for growth.At some point in our world, people got the idea that admitting you dont know the answer or expressing your feelings about a situation is the wrong way to go. Now, sometimes that might be the case. But often, it is in those moments that trust is built amongst you and your team. Being willing to say you dont have the answer to every challenge they face or that youre also frustrated with how a certain process has been occurring is something that shows your human side to your team. They want to know they arent working for a robot. Dont get me wrong theres a difference between full disclosure and intentional sharing. Be mindful of that line. In the same respect, even if you dont know the answer, they want to know that youll work with them to figure it out. Shrugging and calling it a day isnt the kind of support anyone needs. Go the extra mile.No matter where you are on your leadership journey, it is not ok to avoid conversations simply because they might be difficult. Difficult conversations are those that tend to have the most impact on individuals, teams, businesses and ourselves. If youre feeling nervous about having these types of conversations, seek out guidance from HR, your manager, a coach or the plethora of books and online learning options out there. The most important thing is that youre brave enough to go for it, because you know open conversations will lead to growth and evolution. And we all want that.Kelly is a human resources pro and coach who helps people find and achieve what they want career-wise and beyond. Coaching, training, recruiting if you name it in the world of HR, shes done it in a variety of industries. herbei advice has been featured on The Muse, Career Contessa, Levo, Workology, among others. Learn more by scoping her out at www.kellypoulson.com.