Correcting an employee is so incredibly difficult – sometimes so daunting that we completely avoid it. Despite the intense desire to retain employees, corrective conversations are absolutely essential. Therefore, it is critical to conduct these in an effective way. This episode discusses when to have an immediate corrective conversation and when to have a planned/delayed one. Also discussed is the strategy for each type. For immediate corrections, it is important to prepare yourself for the conversation and ensure that emotions, tone, and intent are under control. After gaining permission to give feedback, the feedback should be specific and non-emotional. This conversation should also end with an opportunity for the employee to respond and give his or her thoughts. All leaders and practice owners should know how to give beneficial and effective feedback, and feedback should occur on a regular basis.

Preventative Episodes Worth Revisiting:
How to Fire Employees
How to Help Your Team Bear Fruit 

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