Discuss tasks, work results, and learning needs with store employees in regular one-to-one meetings. Check that you have understood the other person correctly. Link recognition of work to a specific action or result.
When assigning a task, identify the person responsible, the participants involved, and the deadline. After a performance review, give the employee a written record of what was discussed, and discuss progress toward goals at subsequent meetings.
Hold regular, brief conversations
Weekly conversations between a manager and an employee can be brief. Schedule regular one-to-one meetings. If you are working toward an agreed goal, discuss progress toward it during these meetings.
Check workloads and identify task participants
Excessive or conflicting demands can cause stress at work. Check whether the employee’s tasks include such demands.
For each task, identify:
- the person responsible for completing it;
- the participants involved;
- the deadline.
Clarify what you understand the employee to mean
Do not assume that you have understood the other person correctly or that they know they have been heard. Clarify what was said. Give the employee a chance to confirm or correct your understanding.
Record what was discussed after a performance review
Keep a written record of what was discussed during a performance review. After the meeting, give this record to the employee.
Discuss progress toward agreed goals in regular one-to-one meetings.
Name the specific result you are recognizing
When recognizing an employee, mention a specific action or result of their work. Your thanks should make clear exactly what you are thanking them for.
Discuss learning needs with the people involved
When preparing a learning needs analysis, involve the employees concerned, the managers of the relevant work processes, and subject matter experts. Discuss learning needs with these participants.
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