Why have Different Types of Conversations?

Shivani Panchal Updated by Shivani Panchal

Different types of conversations are important for employees to have with their managers to enable them to perform their best. These conversations can include:

  • Performance conversations: Discuss your performance, both strengths and weaknesses. Set goals, provide feedback, and identify areas for improvement.
  • Development conversations: Discuss your career goals and development needs. Create a development plan and identify opportunities for training and growth.
  • Feedback conversations: Give and receive feedback on specific projects, tasks, or behaviours. Identify areas for improvement and recognise and reward good work.
  • One-on-one conversations: Get to know your manager better, build rapport, and discuss any concerns you may have.
  • Team meetings: Discuss team goals, progress, and challenges. Build team spirit and collaboration.

Why are different types of conversations important for employees?

Having regular conversations with your manager is important for a number of reasons. It helps to build rapport and trust, allows your manager to provide you with feedback, and can be used to set goals and expectations, identify and address problems, and foster collaboration and teamwork.

Evidence that high performers have different types of conversations

Here are some statistics that highlight the importance of having different types of conversations with your manager:

A study by the Gallup Organisation found that employees who have regular conversations with their managers about their performance are 29% more likely to be engaged in their work.

Another study, by the Performance Management Association, found that employees who have regular conversations with their managers about their development are 33% more likely to be satisfied with their jobs.

Real life examples

Here are two real-life user scenarios for office-based and non-office based employees having different types of conversations with their manager.

Scenario 1: Office-based employee

This conversation is an example of how an office-based employee and their manager can work together to troubleshoot a problem.

Employee: I'm feeling a bit overwhelmed with the new project.

Manager: Let's talk about what you've done so far and what you still need to do. We can also break the project down into smaller tasks and set some deadlines.

Scenario 2: Non-office based employee

This conversation is an example of how a non office based employee and their manager can have a conversation about wellbeing.

Employee: I'm really enjoying working remotely, but I'm starting to miss the social interaction with my colleagues.

Manager: I understand. We're always looking for ways to improve the remote work experience for our employees. Maybe we could start a weekly virtual coffee break or happy hour?

It is important to note that these are just examples. The best way to support your performance through conversations is to tailor the conversation to your needs and work environment.

How?

Here are some tips for having effective conversations with your manager:

  • Think about what you want to talk about before the conversation. This will help you stay on track and make the most of your time.
  • Be honest with your manager about your performance, both strengths and weaknesses. This will help them trust you and be open to your feedback.
  • Be respectful of your manager's time and opinions, even if you disagree with them. Remember that they are a human being too.
  • Listen carefully to your manager's feedback, even if it is constructive. Be open to their suggestions and be willing to work on improving your performance.
Tips for specific conversations
  • Performance conversations: Be specific about what you did well and what you could improve, and be open to feedback.
  • Development conversations: Share your career goals and work with your manager to make a plan to achieve them.
  • One-on-one conversations: Ask questions and listen to your manager's responses. Share your own thoughts and concerns. Build a relationship based on trust and respect.
  • Team meetings: Be prepared to participate and share your ideas. Be respectful of everyone's time and opinions. Help the meeting stay on track and focused. Be positive and enthusiastic.

In short, be open, honest, and respectful in all your conversations with your manager.

Closing thoughts

Having regular conversations with your manager is like watering your plants. If you do it regularly, you will thrive. But if you neglect them, you will wither and die. So make time to have conversations with your manager on a regular basis. It's an investment that will pay off in the long run!

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