5 ways to have better conversations with employees

Better conversations = better employee wellbeing

5 ways to achieve this are:

1.     Make time to connect

2.     Regular and in the moment is often better than waiting for the right time

3.     Ask about their hopes… and contemplate yours

4.     Notice strengths, resources and what is working

5.     Consider small next steps

Got another 2 minutes? There’s more detail below…

Make time to connect

Everyone is busy.

Many clients are reporting higher levels of stress, surpassing the peaks they experienced over the previous 2 years.

Employees are feeling overstretched yet disconnected. Ultimately, they want to be seen, heard, understood, and feel secure.

So, what’s stopping helpful conversations from happening?

After ‘being too busy’, the fear of ‘not having the answers’ is the main reason most employers avoid conversations with their staff.

Yet in knowing that connection; being seen, heard, understood and secure, rather than ‘having answers’ is what employees seek most, does it prompt you to connect more?

Better conversations start with making uninterrupted, purposeful time to connect.

In the moment …(or close to)

The most successful employers, leaders and businesses have helpful conversations in the moment.

They don’t wait till reviews or appraisals, or the fortnightly catch up, or for when the moon is phased correctly, and planets align.

They are authentic and build trust in relationships because they attempt, wherever possible, to converse in the moment, or close as practicable. This approach strengthens bonds and employee engagement as nothing is hidden, strained, or contrived.

Better conversations happen regularly, often in the moment (or close to).

Ask about their hopes … and contemplate yours

The one question I would ask for a better conversation is:  ‘What do you hope for?’

By listening well and shifting the focus from ‘just the problem’ to what is hoped for, we have a better chance of getting what is truly wanted.

Better conversations happen when the employee’s (and business) hopes are known and discussed.

Notice strengths and what is working

Most of us, unknowingly, are dressed in an invisible velcro suit made up of our real and perceived flaws and fears. It’s a blinkered, tiring, heavy way to live, making it difficult to fathom our strengths and see what is working.

Steve de Shazer, founder of the solution focused approach, states: ‘Problem talk creates problems. Solution talk creates solutions.’

Noticing strengths, resources and what is working, enables employees to have a more balanced, wide-angle lens view of what might be possible.

It gives hope.

By shining light on our employees’ capabilities and options, it loosens the negative velcro constraints, leaving them feeling lighter, energised, and more able.

Better conversations happen when we notice existing competence and can recognise any signs of success, albeit tiny or fleeting.

Consider helpful, small next steps

When we start to become unstuck, and thus more agile and hopeful, we have greater freedom to contemplate our next moves.

Marie Forleo, entrepreneur, and business coach advocates for a ‘progress not perfection’ mantra, which I personally find incredibly helpful! Similarly, solution focused research shows us that small changes lead to even bigger changes.

Better conversations happen when employees feel empowered to consider and articulate small, helpful next steps towards their hopes and goals.

What have you noticed helps you to have better conversations with your employees? 

For more free tips and resources please sign up to our newsletter at the bottom of this page.

Would like more help?

Check out Coaching on Tap for proactive employee wellbeing support.

Or for a free conversation, please email me directly at: kim@hopefulminds.uk

Better is always possible: with hope.