Meaningful conversations between managers and their employees is key to high performance and to drive organisational change.
Conversations about wellbeing, career progression as well as regular check-ins are essential in ensuring your employees are motivated and feel valued. But often, managers need support in understanding what a good conversation entails, what should be discussed and how often you should have one.
Having regular meaningful conversations with your employees is critical for high performance. In this chapter we explore how you can get your managers and teams to have more regular performance. We look at the 5 types of conversations that contribute to a culture of high performance.
Check-ins are essential between managers and employees. This is one on one time with your employee to understand how they are doing, what their workload is like, and prioritise any tasks. Check-ins should be meaningful and should give your employee the opportunity to discuss and resolve any problems they are having. In this chapter, we explore how to have a good check-in and share our popular one-to-one meeting template for managers.
Wellbeing plays a crucial role in employee engagement. If your employees are looked after, and feel good at work, they will be more engaged and perform at their best. A key part of ensuring your employees are feeling well, is having regular conversations with them about their wellbeing. You may want to do this by normalising talking about wellbeing conversations in your check-ins. As you start to do that, it may be better for you to have separate catchups that are dedicated solely to talking about wellbeing.
It’s important to draw a distinction between mental health and wellbeing. Conversations about mental health may seem overwhelming especially if you are not a mental health expert. However, wellbeing is much more holistic and anyone can talk about it — including managers. For many people, talking about wellbeing may be out of their comfort zone, which is why in this chapter, we will share prompts and tips managers can use to have a good wellbeing conversation.
Career conversations are really valuable for employees and managers to understand how an employee’s career goals can align with the orgnaization’s objectives. For an employee, career conversations should help them understand whether there are any progression opportunities for them or what skills they can learn in the organization to get to where they want to be in their career. For managers, it’s a way to align the goals of the employee with the goals of the organization and support their employee in every way to get where they need to be.
Some of the most difficult conversations managers can have with their employees is realignment conversations. Realignment conversations are more commonly referred to as underperformance or poor performance conversations. We prefer to call them realignment because rather than focusing on the poor performance, we believe these conversations are an opportunity to realign your employees so that they feel more engaged at work. Most performance issues arise when there is a lack of engagement and motivation. Getting to the root of what is causing the demotivation and making changes to help your employee, will improve productivity and employee performance. In this chapter, we look at how you can have these conversations with your employees in a way that’s useful to you both.
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