How do you follow up or follow through after a difficult conversation?

Having a difficult conversation at work can be stressful and uncomfortable, but it's also necessary to resolve conflicts, give feedback, or address issues. However, the conversation doesn't end when you walk away from the meeting. You need to follow up or follow through to ensure that the message was clear, the action steps were agreed upon, and the relationship was maintained or improved. Here are some tips on how to do that effectively.

Key takeaways from this article

Collaborative confirmation:

After tough talks, wrap things up with the other person by summarizing and agreeing on next steps together. It ensures clarity and strengthens your working relationship.
Emotional check-in:

Acknowledge each other's feelings post-conversation to show you care. It can open the door to further dialogue and mutual understanding.

This summary is powered by AI and these experts

1 Confirm the outcome

The first thing you should do after a difficult conversation is to confirm the outcome with the other person. This means summarizing the main points, clarifying the expectations, and setting a timeline for the next steps. You can do this verbally, in writing, or both, depending on the situation and the preference of the other person. Confirming the outcome helps to avoid misunderstandings, reinforce accountability, and show respect.

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Nick Kendall

Senior Writer @ The Ohio State University | Content Creation, Storytelling, Strategy, Engagement
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Acknowledge how you're feeling after the meeting, and ask how they're feeling. This allows you to reconnect, reminding both parties that they're real people with real feelings. If they seem upset, ask if there was a better way the discussion could have gone. Affirm their feelings — don't ignore them.

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Noah Hester

Digital Marketing Strategist @ Volume Nine | Advanced Social Media Strategy
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Great advice! When ending the conversation, don't tell the other person what the outcome is, you need to do that together. By summarizing, clarifying, and setting a timeline TOGETHER, there is a greater likelihood that the relationship will grow stronger!

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Joanna Sopyło-Firrisa, Chartered MCIPD

Passionate about and experienced in enabling people to be their best at work and in life, and building great work environment for all.
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Ask the person about their understanding of the outcome to see if you are both aligned. It is also good to first ask them if they are ok, especially if the conversation made them upset. This will feel more human, not only results or performance-oriented.

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2 Provide support

The next thing you should do is to provide support to the other person, especially if the conversation involved negative feedback, criticism, or conflict. You can do this by acknowledging their feelings, offering help, or expressing appreciation. Providing support helps to restore trust, build rapport, and motivate the other person to improve or change.

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3 Follow up regularly

The third thing you should do is to follow up regularly with the other person until the issue is resolved or the goal is achieved. You can do this by checking in, giving updates, asking questions, or giving feedback. Following up regularly helps to monitor progress, address challenges, and celebrate successes.

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Miljana Nikodijevic

Personal Branding Strategist for Emerging Founders targeting the U.S market 🇺🇸 • Author • Neurodivergent 🧠 • Ex-Change Manager • Entrepreneur
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This is the most important part as it is proven that lack of reaction when an employee provides feedback impacts not only motivation of that person but the whole company or team. People talk, and it takes little for them to start thinking “you are just most managers who do not care”.

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4 Review the results

The fourth thing you should do is to review the results of the difficult conversation with the other person. This means evaluating the outcomes, measuring the impact, and identifying the lessons learned. You can do this by having a debrief meeting, sending a report, or requesting feedback. Reviewing the results helps to close the loop, acknowledge achievements, and identify areas for improvement.

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5 Reflect on your skills

The fifth thing you should do is to reflect on your own skills as a communicator and a leader. This means assessing your strengths, weaknesses, opportunities, and threats in relation to the difficult conversation. You can do this by asking yourself questions, seeking feedback, or using a framework such as the STAR method. Reflecting on your skills helps to learn from your experience, enhance your performance, and develop your competence.

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6 Plan for the future

The sixth thing you should do is to plan for the future with the other person. This means setting new goals, defining new actions, and establishing new expectations. You can do this by having a follow-up meeting, creating a plan, or signing a contract. Planning for the future helps to maintain momentum, foster collaboration, and prevent recurrence.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you follow up or follow through after a difficult conversation?

1

2

3

4

5

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1 Confirm the outcome

2 Provide support

3 Follow up regularly

4 Review the results

5 Reflect on your skills

6 Plan for the future

7 Here’s what else to consider

Internal Communications

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How do you follow up or follow through after a difficult conversation?

1

2

3

4

5

6

7

1 Confirm the outcome

2 Provide support

3 Follow up regularly

4 Review the results

5 Reflect on your skills

6 Plan for the future

7 Here’s what else to consider

Internal Communications

Rate this article

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