Conversations when YOU’RE THE BOSS

WHEN AN EMPLOYEE OVERSTEPS THEIR AUTHORITY

The first thing to ask yourself is if they knew not to do what they did. Have you been clear with them about boundaries and what sorts of things you want to be consulted on? If not, say: ‘I realised we never talked about how to handle it when something like this comes up. Dealing with the ethics board is high-stakes, so if there’s any further contact with them, I need to be consulted.’

But if you think the employee should have known better, say: ‘I’m concerned you spoke to a reporter yesterday rather than sending the call to one of our spokespeople, as our policy directs. What happened?’ Followed by: ‘We have the policy for a reason, and it’s important you follow it. Going forward, if you think there might be a reason to do something against our policy, talk to me first to get sign-off.’

WHEN YOU NEED TO TELL AN EMPLOYEE THEY DIDN’T GET A PROMOTION

Be as honest as you can about why, let the employee know they’re valued, and tell them what to do to be in with a better chance of getting it in the future. Say: ‘We’ve decided to offer the role to another candidate. I wanted to tell you in person and explain the reasoning. You have great relationships with reporters, but you were less strong in managing a team. We went with a more experienced candidate because it’s crucial for the role. That said, I want to reassure you that you can grow here.’ If there isn’t likely to be a promotion later, be upfront: ‘The jobs above yours require senior-level experience, which there’s no scope to give you here. I know that means you’ll need to leave us to move up, but you’re a valuable team member and I hope you’ll be around for a while before that happens.’