People often dress inappropriately and unprofessionally to work, while others ignore personal hygiene. Some use vulgar language and others leave a messy desk behind. If you manage people, work in Human Resources, or care about friends at work, chances are that one day you will need to hold a difficult conversation with them. Here is how you can get the most difficult point across to someone. Teen magazine suggests the following steps which will help you hold difficult conversations when people need professional feedback.

# Seek permission to give a feedback. Even if you are the employee’s boss, start by stating that you have some feedback you’d like to share. Ask if it is a good time or if the employee would prefer to select another time and place.

# Use a soft entry. Do not drive right into the feedback-give the person a chance to brace for potentially embarrassing feedback. Tell the employee that you need to provide feedback that is difficult to share. If you are uncomfortable with your role in the conversation, you might say that too.

# Often, you are in the feedback role because other employees have complained to you about the habit, behavior, or dress. Do not give in to the temptation to amplify the feedback, or excuse your responsibility for the feedback by stating that a number of coworkers have complained. This heightens the embarrassment and harms the recovery of the person receiving feedback.

# The best feedback is a straight forward and a simple one. Do not beat around the bush.

# Tell the person the impact that changing his/her behavior will have from a positive perspective. Tell the employee how choosing not to do nothing will affect their career and job.

#Reach an argument about what the individual will do to change their behavior. Set a due date and time frame to review progress in others.

# Follow-up. The fact that the problem exists means that backsliding is possible; further clarification may also be necessary. Then, more feedback and possibly disciplinary action are possible next steps.