Science-Backed Framework For One-On-One Conversations

Written by Alison Robins, Illustrated by Clément Lavedan

“This piece was sent to the Officevibe community via our newsletter on November 13, 2019.”

Employee engagement has become part of the furniture of the modern workforce as organizations finally grasp that the experience of their customers is directly related to the experience of their employees. At this point, not investing in engagement is like not having salt and pepper in your kitchen cabinet. You’ll miss out on the flavour of loyalty, collaboration, and innovation that comes with putting your people — your greatest differentiators — first.

Our next mandate is to help managers move beyond measuring team engagement to taking actions that help them perform. This is why Officevibe has widened its scope to include performance management. The truth is, employee engagement and performance go hand in hand because people feel most engaged when they’re set up to perform successfully, develop continuously, and ultimately see their impact.

The truth is, employee engagement and performance management go hand in hand.

Conceived from our own needs for holding more effective and meaningful one-on-one meeting conversations (where the flame of employee development is sparked), our new performance management feature, built in collaboration with neuropsychologists, is tried, tested and ready for you.

In this post you’ll learn:

1. What’s at the base of people-first performance management
2. What our data says (it says a lot)
3. How managers and employees really feel about one-on-one meetings
4. How our science-based framework helps managers develop employee performance
5. One-on-one question examples for meaningful conversations

Reach the the complete article packed with science-backed insights on performance management and our latest content on the Officevibe Blog.

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