Mar 5, 2024

In our fast-paced digital era, where immediacy often trumps thoughtfulness, it's increasingly common to find ourselves reacting impulsively to communications from clients or employees. This knee-jerk reaction, fueled by the instantaneity of emails, texts, and voicemails, can sometimes lead us astray, prompting responses we might later regret. The key to navigating these moments lies in a simple, yet powerful practice: taking a pause. This article delves into practical strategies for tempering immediate reactions, thereby fostering more considered and effective communications.

The Pause Before The Email

Imagine receiving that infuriating email from a client or hearing about an employee mistake that makes you see red. Your first instinct might be to respond immediately, driven by emotion. Here's a radical yet effective approach: go ahead and draft that heated email — but don't send it. Instead, give it 24 hours, then revisit your words. Still feeling heated? Wait another 24 hours. This exercise serves multiple purposes: it allows you to vent safely, provides the necessary time to cool off, and offers the space to gather all relevant facts. This delay is crucial for assessing the real impact of the situation, reconsidering the initial impulse, and formulating a more measured and strategic response.

Why Delay?

Writing without sending serves as an emotional release, a way to process your feelings without the repercussions of an immediate reaction. Waiting to send the email is not about procrastination; it's about giving yourself the opportunity to approach the situation with a clear head. This period of reflection can be the difference between a rash decision that escalates the issue and a thoughtful response that addresses the problem constructively. It's also a chance to consider the best communication medium; often, a phone call can resolve matters more amicably than a terse email, as voices convey nuances that text cannot, reducing the risk of misinterpretation.

Handling Employee Issues

When faced with employee issues that provoke a strong reaction, a similar approach of pausing is beneficial. Instead of immediate disciplinary action, consider sending the employee home for the day. This break gives both parties time to cool down and provides you, the employer, with the opportunity to assess the situation more objectively. Before deciding on any drastic measures like termination, evaluate how this decision will impact ongoing projects and your team's dynamics. Setting up a meeting to discuss the issue after this cooling-off period ensures that the matter is addressed seriously yet fairly, with a focus on constructive feedback and clear communication about next steps.

The Importance of Preparation

Going into any meeting to address issues, come prepared. Bring notes, outline the facts, and have a clear agenda of points to discuss. This preparation ensures a focused conversation that addresses the heart of the issue and lays out a path forward.

Creating 'Rules for Responses'

To institutionalize these practices, consider establishing your "Rules for Responses." These guidelines should outline the steps to take before responding to any provocative communication. Sharing these rules with a colleague or mentor and asking them to hold you accountable can reinforce your commitment to thoughtful communication, ensuring that when tensions run high, you stay cool and take that crucial minute to reflect. This practice not only prevents regrettable decisions but also models a level of professionalism and restraint that can inspire your entire team.