Creating a Dialogue to Improve Performance

Why is there often a disconnect between a boss and an employee? 

It can start with the employee’s first day on the job. They’re fresh, excited, and eager to impress. The manager is congratulating themself on a great hire and they’re confident they’ve hired a self-manager and overachiever. The manager shifts to other priorities. After thirty days, they’re both singing a different tune. The employee is floundering, and the manager is wondering if they made a bad hire. 

You can pre-empt that disconnect, starting with the onboarding process in which you develop good habits and build rhythm into the relationship. I recommend managers have weekly conversations – One-on-Ones – with each of their direct reports. For new employees this might be two to three times per week.

The One-on-One is an opportunity for the manager and the employee to communicate – a rare occurrence in any organization. I suggest the manager start the sessions these three questions: What did you do last week that you’re proud of? What would you like to learn next week that will make you more successful? How can I help?

Regular dialogues like this break down the traditional barriers that can exist between a boss and an employee. Fewer employees will “check out,” and every employee will know that the person they report to cares about them and their success.

Need help with this topic or leadership coaching? Contact Mission Critical Teams.