Reaching Agreement Can Sometimes Be Difficult

In reality, not all reaching agreement discussions run smoothly, no matter how well people understand the process or how much they prepare for this discussion. Listed below are some suggestions for handling typical problems you might encounter.

If a staff member seems reluctant to participate, encourage involvement by:

• Recognising the importance of their input.
• Asking open-ended questions.

When a staff member is reluctant to offer tentative objectives:

• Emphasise the importance of their contributions.
• Recognise fears or reluctance.

If a staff member focuses too much on what will happen if they can’t reach their objectives:

• Listen and respond with empathy.
• Recognise their ability and past good performance.
• Express confidence.
• Focus on positive aspects.

If a staff member believes an objective is not within their influence:

• Listen and respond with empathy.
• Ask open-ended questions to help the person identify why the objective is important to the job and what they can do to reach it.

If a staff member suggests a level of performance that is too high or too low:

• Ask why they suggested this level and if they think it’s reasonable.
• Offer reasons why you feel that the level is too high or too low.
• Recommend a more appropriate level and ask for their reaction.
• Identify resources or assistance needed to achieve this level.

When a staff member asks for unreasonable resources (money, people, time):

• Explain why the request is inappropriate.
• Ask for other suggestions.
• Suggest some alternatives if needed.
• Reinforce their suggestions and provide support.

If a staff member agrees to everything without question or commitment:

Continue to encourage involvement by using open-ended questions to clarify issues, identify resources or assistance needed and develop an action plan for achieving objectives.