In this episode 190 of the podcast I bring you my tips and ideas on how to best handle having difficult conversations with employees.

One of the most difficult parts of managing people is having uncomfortable conversations particularly about performance and behaviour. But it can be an easier process and one that you do not have to dread.

In this episode of the podcast I cover:

• What is a difficult conversation?
• Examples of difficult conversations
• Reasons we avoid difficult conversations
• The dangers of avoiding difficult conversations
• What makes it easier to deal with
• My simple approach to difficult conversations
• Why ‘Kind Candour’ is key
• Why you should follow Gary Vaynerchuck’s example when dealing with employee issues that arise

During the Podcast I referred to a blog post and book. You can read the blog post here: https://www.garyvaynerchuk.com/kind-candor-and-why-how-you-deliver-the-medicine-matters-road-to-twelve-and-a-half-series/

The book is Twelve and a Half: Leveraging the Emotional Ingredients Necessary for Business Success – by Gary Vaynerchuk

You can purchase the book via Amazon HERE *

*please note that if you use this link it is an affiliate link which means whilst it will not cost you any more however we will receive a referral payment from Amazon.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

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In this episode 189 of the podcast I bring you a detailed account of how to get your recruitment process right, and why a good process is important to ensure that you get the best candidate, conduct recruitment fairly and avoid any legal claims.

In this episode of the podcast I cover:

• What you should consider before you start a recruitment process.
• Best practice.
• Things to avoid.
• The importance of having objective selection criteria at every stage of the process.
• What you should include in your process and procedure.
• What to consider when making an offer of employment.
• How to prepare for a new starter.
• The importance of good record keeping.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.