Published to Newsletter on Feb 06, 2024
EOD Spotlight: Workplace Communication
This month, EOD focuses on workplace communication. As we prepare for our Performance Evaluation and Planning (PEP) discussions, it is a great time for managers and employees to check in with each other on goals, needs, and expectations.
However, sometimes performance conversations can cause anxiety or nervousness. Engaging in constructive dialogue and eliciting feedback can feel uncomfortable for both the employee and the supervisor, but it is critical to develop a psychologically safe and trusting environment in which we can communicate.
Follow these tips to maximize your performance discussion:
Constructive Criticism Only. Constructive criticism is key for improvement and growth. It is important for both the manager and employee to build a reciprocal, dependable, and respectful space. Remember to focus on behaviors, not the person. Balance the positives and the negatives. Present observations; don’t draw conclusions. Be specific. Talk face-to-face, if possible.
Remember SMART Goals. As you discuss the goals for the year ahead, remember to keep them Specific, Measurable, Achievable, Realistic, and Timely.
Proper Tone is Key. In critical conversations, be sure to demonstrate interest and respect, set your objectives in a basic format such as an agenda or conversation planner so expectations are clear, and ask open-ended questions to identify any obstacles or gather insights.
Commit to Action. Performance conversations shouldn’t just happen at PEP time. Commit to meet regularly, review goals and progress, and reinforce open dialogue and trust. Act immediately on any concerning issues.
EOD has TWO great Open Enrollment courses this month to jumpstart your communication skills. Check out our February offerings listed on the blog or in the newsletter!
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