Navigating those tough work conversations...
This week, we delivered a course for a client on how to handle difficult conversations at work. These discussions can feel challenging, but they’re essential for building trust and driving performance. One of the frameworks we explored is particularly useful for structuring feedback: BEERS.
BEERS stands for:
- Behaviour – Describe the specific behaviour you observed, not assumptions or personality traits.
- Evidence – Provide concrete examples to make your feedback clear and credible.
- Effect – Explain the impact of that behaviour on people, processes, or outcomes.
- Response – Allow time for the other person to share their perspective.
- Solution – Collaborate on what can be done differently and offer support where needed.
Why does this matter? Because difficult conversations often go wrong when feedback feels personal or vague. BEERS helps keep the focus on facts and future improvement, reducing defensiveness and creating space for dialogue. It turns feedback into a constructive, trust-building process rather than a source of conflict.
Not the type of Friday afternoon BEERS you might expect – but hopefully more useful than a pint! 🍻
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Navigating those tough work conversations...
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