{"id":669,"date":"2016-08-19T23:52:00","date_gmt":"2016-08-19T22:52:00","guid":{"rendered":"https:\/\/www.workstars.com\/recognition-and-engagement-blog\/?p=669"},"modified":"2019-07-26T13:11:55","modified_gmt":"2019-07-26T12:11:55","slug":"conversations-part-recognition-strategy","status":"publish","type":"post","link":"https:\/\/www.workstars.com\/recognition-and-engagement-blog\/2016\/08\/19\/conversations-part-recognition-strategy\/","title":{"rendered":"Why conversations should be part of your recognition strategy"},"content":{"rendered":"

If you\u2019re a manager, it can be hard avoiding getting wrapped up in what often feels like a never-ending workload. You won\u2019t be the only one who\u2019s tried to tune out the \u2018noise\u2019 so you can concentrate on the job in hand.<\/p>\n

Businesses need to be efficient, productive and to eliminate \u2018wasteful\u2019 activities. But be careful you\u2019re not filtering out the wrong things to try to achieve that. Like conversations.<\/p>\n

It\u2019s easy to dismiss conversations as a drain on time and a not particularly productive part of day to day working. But there are good reasons why conversations matter, including the ones that may seem superficial and not particularly \u2018business-focused\u2019. This article from HR magazine<\/a> talks about understanding the implications in terms of neuroscience. Our brains are hard-wired to make us want to be connected with one another. We feel a need for information and certainty. We\u2019re designed to want to influence decision making. If we aren\u2019t feeling connected through conversation it impairs our ability to think effectively.<\/p>\n

There\u2019s even evidence that the effectiveness of teams can be predicted based on their conversation flow. While the study\u2019s based on face to face situations, there are some interesting principles that potentially apply to many different ways of holding conversations. The need to give everyone their say. The need to converse with peers as well as leaders. The need to explore information and ideas with people outside the team or defined group.<\/p>\n

The need to listen<\/h3>\n

Conversations are as much about the listening, and understanding what\u2019s being said, as they are the talking. While that\u2019s fairly obvious, do you always manage to do it properly? Unfortunately we\u2019re all guilty of becoming absorbed in other activities and not always digesting what\u2019s being said to us in the moment.<\/p>\n

But when it comes to keeping your employees engaged, you need to be listening. You need to know what will motivate people and then act on that information to make sure every employee knows their actions and words are recognised and valued. How can that be achieved without conversations? With great difficulty.<\/p>\n

This isn\u2019t complicated stuff that needs to be prescribed in a policy or process. It\u2019s just taking the time to ask the simple questions and then registering the response. \u2018How are things going?\u2019, \u2018Are you ok?\u2019, \u2018You\u2019re doing really well on that project, is there anything I can do to support you with it?\u2019. It\u2019s about having regular conversations that enable you to know what makes someone tick and what will be valued by, or help take the pressure off, them. We\u2019re not talking about lengthy engagement surveys to determine employee attitudes. We\u2019re talking one to one, day to day, regular conversations.<\/p>\n

And it\u2019s never been easier<\/h3>\n

In this day and age people no longer need to be sitting in the same office to have conversations. They don\u2019t need to be in the same time zone or on the same continent. With so many options open to us now in the way we hold those conversations \u2013 face to face, on the phone, SMS, via social platforms, Skype – there are no excuses. There are endless ways to hold meaningful productive conversations that connect and build relationships and remember that productive and meaningful doesn\u2019t have to mean formal. Because it\u2019s often the casual conversations that give the most insights into how someone\u2019s feeling and it\u2019s those insights that\u2019ll give you the opportunity to provide the support and recognition they need<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

If you\u2019re a manager, it can be hard avoiding getting wrapped up in what often feels like a never-ending workload. You won\u2019t…<\/p>\n","protected":false},"author":3,"featured_media":1150,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[53],"tags":[],"class_list":["post-669","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recognition"],"acf":[],"yoast_head":"\nWhy conversations should be part of your recognition strategy<\/title>\n<meta name=\"description\" content=\"Businesses need to eliminate \u2018wasteful\u2019 activities. But be careful you\u2019re not filtering out the wrong things to try to achieve that. 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