How can you improve employee performance through conversation?

September 26th 2019 | Posted by phil scott

How can you improve employee performance through conversation?

Most HR managers, directors and consultants, advocate effective communication at work.

But employees usually do not converse in a productive way. This is because, in part, they have never been taught how to.

Developing effective communication between employers and employees is very much dependent on the efforts of the management and leadership team, as well as the HR department.

If company leaders are taught some key principles of effective communication, it can result in better performance and development…

The four tiers of effective conversation

  • Let each employee know what their role demands. Make sure that their work priorities and business needs are in tandem with each other.
  • Give recognition when it is due. Provide employees with constructive criticism and use coaching to improve specific areas.
  • Give employees complete access to the resources they need for advice, learning, and other work-related opportunities.
  • Motivate employees through individual attention while addressing any problems that may arise thoroughly and with honesty.

When employed correctly, these four principles can change the way employees communicate and increase their performance as a result. However, as is the case with any new HR strategy, it sounds incredible on paper, but implementing it is not easy.

One of the main issues that arise is the lack of one-to-one conversations between line managers and individual employees, resulting in a lack of dedicated attention to individual employees.

This often comes about through the lack of an agenda, so making time for one-to-one meetings with employees is essential.

Before hosting such meetings with employees, line managers should send out prompts to let the employees know the topics of discussion beforehand.

Since most employees consider meetings to be overly time-consuming, HR professionals must play an active role in instilling the importance of such meetings within the entire organisation.

HR Managers must also work hard to instill a belief, throughout a company, that effectively communicating problems and goals at work is the best solution in combating unnecessary disputes at work.

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