This morning I had a meaningful conversation with a fellow leader. He was frustrated because some of his best people—talented, smart, always-reliable employees—had seen their efficiency and focus take a noticeable dip.
His default response? Bring them into his office for a direct talk.
I gently offered a different path. One I believe honors both the person and the work.
For your solid performers who are clearly going through a rough patch, take them out to lunch. Neutral territory. Just the two of you. No desk between you, no power dynamic looming.
Begin with sincere affirmation:
“You’re one of our best. I’ve always valued your talent and strong work ethic. Lately I’ve noticed things seem off, and I genuinely care about what’s going on. Would you share with me?”
Then do what many leaders find hardest: stop talking and truly listen.
Your office can feel like an interrogation room, even if you don’t mean it that way. People protect themselves when they feel at a disadvantage. A relaxed lunch setting changes everything. They’re far more likely to open up about what’s really weighing on them—health struggles, family pressures, a marriage heading toward divorce, or any number of burdens that affect focus and output.
I’ve watched this approach rebuild clarity and performance faster than corrective conversations ever could. Why? Because it starts with relationship instead of rebuke.
Why This Matters for Real Productivity
As someone who’s spent years helping busy professionals reclaim time and sharpen focus, I’ve learned that systems and accountability only go so far if we ignore the human heart. Life is full of seasons. When we create safe space for honest conversation, we model the kind of leadership that builds loyalty and long-term high performance.
Scripture gives us beautiful wisdom here. Proverbs speaks often of the power of listening and timely words. A conversation in the right setting can be like that “word fitly spoken” that brings life and restoration (Proverbs 25:11, ESV). It’s not about being soft—it’s about being wise. We lead people made in God’s image, not just roles or KPIs.
Practical Steps You Can Use This Week
- Identify the right people. Reserve this for your proven, high-character team members who are in a temporary dip—not for patterns of poor performance.
- Choose the setting thoughtfully. Pick a quiet, comfortable restaurant where interruptions are minimal. Keep it light at first.
- Lead with affirmation. Remind them of their value before asking about the struggle. This builds safety.
- Listen generously. Resist the urge to jump in with solutions. Ask gentle follow-ups only after they’ve shared. Your presence and attention are the gift.
- Close with clear next steps. Ask, “How can I best support you right now?” Agree on a simple follow-up plan and honor it.
- Follow through with grace and accountability. Check in later. Offer resources if needed, but hold them to their best self.
This small investment of time and care often yields big returns in restored productivity, stronger teams, and personal peace for everyone involved.
A Question for Reflection
Think about your own leadership. When was the last time someone created space for you to be honest during a hard season? How did that affect your ability to show up well?
And here’s one for your team culture: Are you building an environment where people feel safe enough to share what’s really going on? Or are you unintentionally adding pressure through “office talks”?
I’d love to hear your thoughts. Reply with your thoughts—I read every response. Your experiences help all of us grow.
If you’re an executive, HR leader, or entrepreneur who wants to strengthen your own clarity, focus, and leadership systems—without the burnout—I invite you to book a free 30-minute Clarity Chat. Together we can explore what’s working and what might need attention.
Here’s to leading with both truth and grace this week,
Mister Productivity