Three conversations managers should be having with their employees in 2025.
If you’re aiming to kick off 2025 on the right foot as a leader, having the right conversations with your employees is a must. First, let’s set the stage.
Being a good listener is essential for effective communication. However, with all the tech around us, we’re losing the chance to sharpen our listening skills and aren’t as aware of how they can give us an edge.
Advertisement
To order your copy, send a WhatsApp message to +1 317 665 2180
There’s nothing that builds a strong connection like truly paying attention to what others are saying. Being attentive shows respect for everyone, no matter their role, and it also reflects curiosity and a bit of humility.
To keep employees performing at their best, leaders need to dive into these three important and ongoing conversations, with their ears doing most of the work.
1. Talk about what is expected of them at work
Being clear about what’s expected is one of the most basic things any employee needs to kick off strong and perform well. Great leaders begin the year by laying out what they want to achieve. They set individual goals for each team member and make sure everyone knows their job expectations and what success looks like.
2. Talk about whether their strengths are being utilized
Some employees might have strengths that weren’t really tapped into this year. It’s a good idea to chat with them about how to make the most of those strengths and gifts that hasn’t registered on your radar. You might find some unexpected surprises come up, which could lead to some great problem-solving and creativity together. The goal is to make sure this person’s skills and talents are fully utilized at work.
3. Talk about employee praise and recognition. Are your best people getting enough?
Start off the conversation with one simple question: “Do you feel you get properly recognized for your work, contributions, or achievements?” You may hit a nerve, so exercise those active listening skills well. This is an important conversation to have because praise and recognition for accomplishments has been repeatedly linked to higher employee retention. But don’t just offer an atta-boy or atta-girl pat on the back. You’ll need a comprehensive employee recognition strategy you can implement to drive results.
