{"id":53396,"date":"2022-08-25T09:30:07","date_gmt":"2022-08-25T13:30:07","guid":{"rendered":"https:\/\/www.singlecare.com\/blog\/?p=53396"},"modified":"2026-03-26T22:12:31","modified_gmt":"2026-03-27T02:12:31","slug":"how-to-have-a-difficult-conversation-with-an-employee","status":"publish","type":"post","link":"https:\/\/www.singlecare.com\/blog\/how-to-have-a-difficult-conversation-with-an-employee\/","title":{"rendered":"How to have difficult conversations with pharmacy employees"},"content":{"rendered":"

Having difficult conversations with employees is an inevitable part of working as a pharmacist. You\u2019re bound to have a crucial conversation if you\u2019ve worked long enough. Whether discussing performance issues with a pharmacy technician or tackling a different problem with a pharmacy staff member, it\u2019s essential to know how to have difficult conversations in the pharmacy workplace. Having the skills to navigate these conversations can set you up as an effective leader in the pharmacy.\u00a0<\/span><\/p>\n

Many pharmacists are unsure how to approach difficult topics with employees due to inexperience or the sensitive nature of certain topics. These conversations can be emotionally charged and stressful, which can often lead many people to avoid them altogether. However, the last thing you want to do with a workplace issue is brush it aside for later.<\/span><\/p>\n

How to handle a difficult conversation\u00a0<\/span><\/h2>\n

Knowing how to handle a difficult conversation can help you with many scenarios that can arise in the pharmacy. Examples of difficult conversations with employees may include addressing an employee who consistently makes medication errors, talking to an employee who has violated a HIPAA policy, and handling inappropriate behaviors or attitudes. You can follow these steps to help guide you through handling a difficult conversation.\u00a0<\/span><\/p>\n

1. Lead the interaction<\/span><\/h3>\n

The first thing you might want to know is how to start a difficult conversation. Before initiating the conversation, you\u2019ll want to gather all the facts to present your case. You can then schedule an appropriate time to discuss the situation privately with the employee, such as during a midday break or at the end of the workday.\u00a0<\/span><\/p>\n

Approach the conversation with a sense of calm\u2014but lead the interaction with facts and logic. You\u2019ll want to stay objective and avoid provoking any strong emotions. You can also start the conversation with something positive the employee is doing. After providing constructive criticism, you can pad the end of the conversation with another positive note. This is what\u2019s called the feedback sandwich.\u00a0<\/span><\/p>\n