1) Knowing Your Business: What’s the sales target for the month? Are we on track? Why are we not on track? What are possible hurdles? How can we navigate them?
2) Understanding Team Culture: How do you manage work amongst each other? Who raises red flags? How are concerns & escalations managed? Who is the Go-To person for problem-solving? How do you celebrate success? What’s working well in your team? What’s not?
3) Exploring Employees’ Personal Stories: How do you manage your time? What do you do on weekends? What’s been your biggest career highlight? What enabled you to achieve that? What are your retirement plans? Who is your mentor? How do you manage emotions at work?
4) Dissecting Problem Areas: Why did you resign? What could have been better? Why is the team engagement score low? Why are you not filling your goal sheets? Why are training courses not seeing traction?
5) Sharing your Work Plans/Progress: This is what I am working which will solve this problem that I know exists. This is the progress/update of what I did. This is what I believe should be done next.
During each of these conversations, your intent should be to:
– Learn & Absorb new information.
– Categorise information.
– Provide information/positive reinforcement, where needed.
– Provide clarity, solutions, way ahead, when needed.
– Use this information to bring necessary changes at #workplace.
In the entire organization, only YOU, the #HR can do all this. It’s upon you to understand the pulse and provide necessary guidance to the leadership team.
See the change in your own confidence level to understand and deliver on people problems, once you do this.