8 Key Conversations to Have with Your Employees

Effective communication is the foundation of a good employment relationship. For instance, regular conversations with your employees can help build trust and loyalty, and drive performance. Here are eight critical conversations you should consider having with your employees.

1. This is who we are.

The way others perceive your company can be critical to attracting, engaging and retaining top employees. Start this conversation during the hiring process to help ensure a candidate is a good fit and to establish clear expectations. A strong message that clearly communicates why you're an employer of choice can set you apart from your competition. That's why many successful companies actively develop an employer brand to highlight their reputation as a great place to work. Additionally, help employees understand and take ownership in your mission and values. Identify high-level business goals and how an employee's work helps the business get there.

2. This is how your role aligns to company goals.

Set clear goals with each employee to clarify expectations and explain how their work will be measured. Goals should be specific, measurable, attainable, relevant and timely. To help promote employee commitment, tie individual goals to company-wide goals and involve employees in the goal-setting process.

3. We recognize your efforts.

When employees are recognized for positive performance, they are more likely to be motivated to continue the good work. Show employees that their efforts are noticed and appreciated. A simple conversation or note praising their hard work can be just as effective as a monetary reward.

4. What are your career goals?

If you find that you're only discussing the day-to-day with your staff, they may not feel engaged or connected with their work. Discussing an employee's career interests and personal strengths can help make them feel valued. Even if there aren't a lot of opportunities to move upward, you can still help employees develop skills and knowledge that will serve them in the future. Follow-up on career development during informal check-ins and performance reviews.

5. Let's help you get there.

Casual conversations can sometimes reveal more about how things are going than formal performance discussions. Regular, as well as impromptu, checks-ins allow supervisors to find out the status of projects and provide feedback, and can help build stronger working relationships with their employees. It’s important to be able to discuss how projects and even your feedback align to their career goals and growth.

6. How can we help you improve?

Coaching is typically used as a development tool when there is a gap in skill and/or knowledge. Supervisors should be there to offer encouragement and support. However, if an employee fails to meet expectations, be clear about what they need to do to improve and the potential consequences for failing to do so. Document the meeting and follow-up with the employee to ensure that they are on track.

7. It's time for your performance review.

Many employers conduct regular performance reviews with their employees. Performance reviews provide an opportunity to formally evaluate an employee's performance based upon previously agreed upon objectives. However, supervisors should also provide performance feedback throughout the year through coaching and informal check-ins.

8. Can you give us feedback?

Consider eliciting feedback from your employees regularly to gain insight into their experience working for you. Additionally, if an employee gives notice that they are leaving your company, conduct an exit interview. Exit interviews can help you identify your company's strengths and weaknesses and transfer knowledge to a successor or replacement.

A growing number of employers are also conducting "stay interviews." During such interviews, you can ask current employees questions that address both why they're loyal to the company (an indication of what you should keep doing) and why they may consider leaving (an indication of what changes may need to be made). These interviews typically include questions about what the employee likes most and least about their job, what the employer/supervisor can do to support them in the challenging aspects of their job, whether they believe their talents are being fully utilized, and what would make them consider leaving.

Conclusion

Conversations and effective communication with employees are an important part of the employment relationship. In each conversation, be clear, purposeful and direct with your message to ensure your intent is delivered, and allow your employees the opportunity to be heard as well.