5 Open And Honest Conversations You Should Have To Inspire Loyalty Among Your Employees
Most of us have one person in our inner circle who can be trusted to give us ( at times brutally ) honest feedback. The truth is bitter, they say afterall. This person can be blunt sometimes; what he has to say can make you a little uncomfortable. But, because he’s so straightfoward, you know he’s not trying to upset you – and you know exactly where you stand with him. He has your best interests at heart.
Asides performance conversations which are typically what you’d find employers / managers and employees discuss often times, some other topics are essential for you to discuss if you want to inspire loyalty among your employees.
Career Goals: According to a study from the Society of Human Resource Management, 78 percent of employees aren’t comfortable discusssing their career development or salary. As a leader, you’re in the best position to help your employees achieve their career goals. This is because, according to Paul Petrone, you ” can tell them exactly what they need to improve, who they need to get to know and what career options are available within the organization”. Additionally, it makes them feel that they have a ‘work buddy’ so to speak who’s going to help them achive their goals.
Core Strengths: Every person has a set of core strengths. Start this conversation by focusing on teammates’ self-identified strengths, as well as how often they get to use them and how they think they could use them more at work. Research has found that focusing on buiklding strehgtnsh, as opposed to improving weaknesses, improves employee engagement and loyalty. In turn, this will benefit your bottom line.
Improving Relationships and Reducing Conflicts: You don’t want the workplace to become a toxic environment. The only way to prevent this is by becoming – and remaining — aware of problems between employees. Don’t be afraid to ask how you can improve relationships or what conflicts need to be addressed. Additionally, you should solicit feedback from your team on how to manage these conflicts. Sometimes, it could require just a small change, like moving employees further employees further apat from each other.
Energy: ‘Energy is a limited resource that fuels everything we do’. Kristi Hedges explains. “The greater our energy level, the more we can accomplish. Energy elevates our mood, and infuses positivity”. But how exactly do we approach this subject? Hedges recommends that we can address it by checking in to gauge it. That allows us to note when it’s flagging and when it’s present. Following these observations, we can address it directly.
Praise: Acknowledging and giving praise can be awkward for some people, but it doesn’t have to be. When an employee delivers high-quality work, a simple “thank you” will suffice. However, don’t hesitate to ask employees if they feel recognized for their work. If they don’t , it’s time to start triggering yourself to praise them for their contributions. Make a point to walk around and note people who are focusing hard; congratulate people who bring positive updates to team meetings.