Employee Voice
Suggested Strategy: Start the coaching conversation with a Rating Question to see where your coaching target currently stands with their ability to provide input/feedback, then strategize on how to boost that with employees on a more consistent basis.
Suggested Questions:
Î Rating Question: On a scale of one to six, with six being you feel like your opinions and input are heard and acknowledged consistently, and one being you feel like you rarely are acknowledged and heard, where would you rate yourself and why? What can I do on my part to move you closer to a six? Î Risk Question: What risk do I assume if I don’t acknowledge or hear your opinions or concerns? Î Self-Actualized Question: What do we need to do together to create a structure where you feel open to sharing your concerns or opinions and have that feedback be heard?
Suggested Activities:
Î Role Play: Practice a conversation where they give you feedback and you respond. Have the employee give you areas that you succeeded at, need improvement on, and things that you could avoid doing in the future. Î Brainstorming: Come up with an action plan of how to make sure that management is hearing and listening to the concerns from their employees. Follow up once a month to make sure the areas have shown improvement.
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