One of the many benefits of Truvelop is the messaging our Customer Success team sends to leaders and managers each month. Through Truvelop Tips, we share best practices, proactive recommendations, and quicks tips with end users on various topics. Here is an excerpt from the most recent Truvelop Tip: Create Space for Two-Way Communication.
Now that mid-year reviews are behind us, let’s make sure the momentum doesn’t stop there. Open, two-way communication isn’t just a once-or-twice-a-year thing. When employees and managers have open communication channels, teams are engaged, motivated, and aligned. When your employees feel heard and valued, they’re more likely to bring their best ideas and their best selves to work every day.
As a leader, your role in creating space for that dialogue is critical. Here are a few simple but impactful ways to keep the conversation flowing:
- Schedule a Post-Review Check-In
Set aside 30 minutes with each team member to debrief their mid-year review in a more casual setting. Ask: “What resonated with you? What questions or concerns do you still have?” Review any actionable next steps or goals they created and offer support or guidance where appropriate.
- Try a “Feedback Flip” in Your Next 1:1
Instead of leading with your updates, flip the script: “What’s one thing I could start, stop, or keep doing to better support you?” Then really listen and act on what you hear. Show your employees that you’re invested in their development and want to best support them where they’re at.
Host an Informal “Ask Me Anything” Session
Whether it’s a team huddle or virtual coffee chat, create a low-pressure space for questions and ideas. Try sharing a prompt ahead of time (“What’s one thing we should change, keep, or try?”) to kickstart the discussion and encourage attendance. Be prepared to be transparent and share the “why” behind decisions.
Share Your Own Growth Areas
Vulnerability goes both ways. Try mentioning something you’re working on as a leader or any learning moments you’re recently had. By modeling the right behaviors, you can encourage others to open up too.
Close the Loop
If feedback leads to changes, highlight it. (“You mentioned X—here’s how we’re addressing it.”) This shows you’re not just listening, but acting. Employees want to know that their feedback matters and will be taken seriously. Without action, they may pull back and not share feedback again in the future.
When employees feel comfortable sharing feedback, they are going to be up to 3x more engaged and 4.6x as likely to perform at their best. Two-way communication is key to unlocking employee potential and encouraging your team to stay longer at your organization. Let’s make the second half of the year even stronger by keeping the dialogue alive. Schedule some time with your team today!
Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.
