Motivate your employees with conversational currency

For a lot of companies, Q1 is a flurry of annual performance reviews, goal setting and strategic planning. Leaders preside over meetings that evaluate employee results and potential as well as succession plans and turnover rates.

Managers pore through employee self-assessments and 360-degree feedback to assemble a summary they deliver in often awkward conversations. Employees wait to see how the sum of their contributions translates into feeling valued through raises, merit percentages, bonus payouts and long-term incentives.

At the same time, companies are reviewing and updating the organization’s suite of health and wellness benefits. It all adds up to a large investment of time and money, but one benefit seems to be in short supply.

Call it conversational currency.

What managers should say

In the midst of the Great Resignation, there is ample opportunity for company leaders and people managers especially, to say very clearly and specifically to their people:

Those simple words don’t offset the very real impact of compensation, benefits and culture. But when done authentically and consistently, the words can certainly amplify the other pieces.