Communication is always the key to success. Teams that feel their manager communicates well are more aligned, have clearer expectations, know who and where they fit in and the impact they have. This all leads to more engaged team members, more productivity and less turnover. A goal that every manager should be aspiring to.
The single most important factor for strengthening team communication is the manager. This involves regular check ins with their team, which builds trust and therefore allows for much clearer and robust performance conversations. In this scenario, conversations are open and honest and team members feel they are being heard and their opinions actually matter.
Gallup research has uncovered a practical framework for how and when mangers should have conversations with their teams. This involves five coaching conversations that enable managers to set expectations, continually coach and create accountability. Consistent communication is essential for collaboration and performance.
Here are the five conversations that drive teamwork:
1) Role and development conversation. This conversation allows managers to define what good looks like in that individual’s role and set goals that stretch the team member to produce their best performance. This also helps the team member to see how their work relates to the overall company objectives.
2) Quick connect via an engaging conversation. These are short, regular and informal interactions that help team members to stay connected. They are opportunities for the manager to find out how individual team members are doing. These show the manager cares, is interested in them as well as being available.
3) Check in to discuss priorities and progress. These should occur around once a month and my take 30 – 60 minutes focussing on priorities and progress. This provides an opportunity to review expectations, address challenges and identify any additional support the team member may need.
4) Developmental coaching. In the moment feedback is critical so team members know where they are at with their various tasks and priorities. This feedback is provided as often as required and must be future focused to avoid blame and criticism. A large proportion of this feedback should be positive and when delivered regularly is a powerful way to motivate team members and help keep them on track
5) Progress on goals via a conversation on achievements and future goals. This is a more formal conversation that should take place every six months. This is a chance for the manager to focus in on key development areas, achievements and future goals. This conversation is a coaching tool for reflection and growth.
Roger Simpson – CEO, The Retail Solution and Author of “The Ultimate Retail Sales Experience” With over 35 years’ industry experience, Roger Simpson is recognized as Australia’s #1 Authority on customer ROI in the retail industry and as a global expert on staff coaching, customer service, and selling skills.
