If you ask any manger if he talks to his/her employees regularly, the answer will be "Of course I do!"
They send emails regarding the project status, chat in messengers to have a quick discussion, see each other in a meeting to focus on important topic, stop by their desk to check in or give a hand, or maybe chit-chat with a cup of coffee in the kitchen.
But what about the conversations that really matter?

In case of discussing only  day-to-day processes and job responsibilities with  employees, there's quite a possibility they're not feeling very engaged and connected with their work. Conversations that really make employees feel valued, like their long-term objectives and personal strengths, usually happen during formal performance evaluations, but in reality, these issues should be brought up much more often than many managers realize.

On the other hand, this could be a time-consuming process with a great deal of stress for managers having to handle this all on their own and there seems to be always something more important/urgent to think about than having some "routine conversation". But in the end  - it is not.

It is crucial to discuss employee's strengths, objectives and values, and  align these things to the company and team priorities as people are naturally motivated to work towards goals that have personal value for them. 

Asking a couple of simple questions may change the situation dramatically. It will only take 20 minutes to discuss one on one

And this is where Heartpace comes in.

Here you can build a template with a list of questions and it will be used over and over again by different managers with every employee. You can even specify who the question refers to -- employee or manager?

Besides, managers do not have to create talks every time all by them selves. This process can be simplified in many different ways.

1.  HR creates a talk for manager and participants only get email invitations.

2. Employee creates a talk for manager when he feels like to talk. This time he becomes the talk facilitator and manager - a participant. But they keep their roles when answering the questions.

3. Manger creates same talks for the whole team at once in few clicks only.

4. Manager "copies" the talk he had before with all same settings.

Now scheduling the talk doesn't seem such a scary  thing anymore, right?
Pick your way.

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