Difficult Conversations
(This came to me anonymously from an HR Manager - Steve)
I was looking for some advice on how to work through a delicate situation.
We have several tenured employees. There's an advantage to this, and some challenges. Our managers are reluctant to have difficult conversations with tenured people around basic performance issues and/or changes that need to be made.
I'm trying to help them with coaching them on some approaches, but I usually get the response, "You just don't understand. We can't just go talk to _____________________. It's not as simple as you make it out to be."
What have others done to maneuver through these types of situations? Please note that I'm aware that we should be able to be direct and intentional. It's not about desire, it's about having the needed talks.
Any insight you can share on what you've tried would be appreciated.
3 replies
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This situation is complicated and really depends on so many factors, such as trust, relationship, culture and more. I have worked at many companies with tenured team members and happy to talk through the situation if you want to reach out! Bonita.Martin@meridianbioscience.com
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This situation reminds me of some notes I took from a webinar last year. Specifically, it was about replacing PIP with a different kind of model, but I think the sentiment applies to any performance related conversation. IMO, I think approaching the situation with humility and curiosity is important when talking to tenured employees, especially. Seek to understand first, not to be understood. Ultimately, ER/EE must be in a healthy relationship, otherwise something has to change. I've attached the "Ditch the PIP" notes I took on the webinar; if you can find the webinar or any video content from this consulting agency (website located on pdf) I'd highly recommend it.
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A Practical Tool to Strengthen Culture and Engagement
I wanted to share a simple, practical tool that supports what you champion every day in HR :
Stronger communication, healthier culture, and real employee connection. It’s called the "Leadership Game Experience".
In just 90 minutes, people from different departments come together around the table to improve communication by playing the game. It’s a fun, interactive experience that creates a space for people to think, reflect, and connect, without the pressure of a traditional training setting.
What stands out is how quickly it helps teams open up honest conversations, recognize strengths, and become aware of blind spots. It gives leaders and employees a chance to listen differently and better understand one another, something we know is often missing in busy organizations.
From an HR perspective, it directly supports:
• Stronger communication across teams
• Increased engagement and morale
• Greater trust and collaboration
• Awareness of leadership behaviors and team dynamics
• A culture where people feel heard, valued, and connectedIt’s a simple way to bring people together and start meaningful change, without overcomplicating the process.
I would love to show you what this experience looks like and get your perspective on how it could support the organizations you serve.
Appreciate all you do for the HR community, Steve. I look forward to meeting you in person next week.
Warm regards,
Blanca Criner
Maxwell Certified Consultant, Speaker, Coach & Trainer
Pronto ONE & Associates