Do you consistently have one on one conversations with each of your direct reports? If yes, what do your discussions entail?
Reviewing progress against goals is important, and providing recognition for contributions is always a plus, but Susan Peppercorn feels there are five questions that leaders must ask individual team members. The following questions have been found to reduce attrition and build more effective relationships:
2. Do you feel a sense of purpose in your job?
We’ve talked about these in the past but feel a need to provide reminders:
Lastly, talk about the organization as a whole. Obtain perspectives on what is working well and what could be improved upon. There may be some things you’ve never considered!
Sincerely,
Reviewing progress against goals is important, and providing recognition for contributions is always a plus, but Susan Peppercorn feels there are five questions that leaders must ask individual team members. The following questions have been found to reduce attrition and build more effective relationships:
1. How would you like to grow within this organization?
2. Do you feel a sense of purpose in your job?
3. What do you need from me to do your best work?
4. What are we currently not doing as a company that you feel we should do?
5. Do you have the opportunity to do what you do best every day?
We’ve talked about these in the past but feel a need to provide reminders:
- As leaders, we need to share with each team member how what they are doing makes a difference to the success of the team. Knowing and leveraging each person’s magic dust™ increases satisfaction levels with goals more readily achieved.
- We also need to show genuine interest and have meaningful conversations so open lines of communication exist. We need to both give and receive feedback!
- Development planning is essential; Gallup polls report that two-thirds of people leave their jobs because of not having career development opportunities.
- Don’t shy away from asking what work assignments are preferred as well as what causes frustrations. You can also ask if they feel you are providing them with the support they need.
Lastly, talk about the organization as a whole. Obtain perspectives on what is working well and what could be improved upon. There may be some things you’ve never considered!
Sincerely,
Mike and Jan