Employee development conversations between employees and managers are an important communication tool to promote professional development, satisfaction, and performance of employees. They should illustrate what the employee’s professional development looks like over a certain period of time and how to further expand existing skills and capabilities. The emphasis here is on the word “development”: such an employee conversation should take place at regular intervals – once or twice a year – to be truly effective. In many organizations, it is common to conduct these conversations once or twice a year. This rhythm provides sufficient time to discuss long-term goals and monitor the employee's development.
Some companies, however, prefer more frequent, informal feedback conversations. These can include monthly check-ins to discuss progress, address current challenges, and promote satisfaction.
Why are employee development conversations important – for employees and companies?
Conducting employee development conversations is part of talent development. This ensures that employees become skilled professionals who also feel seen and valued within the company. Engaged employees with up-to-date knowledge and expertise in their field contribute to increasing business success. Another benefit: by integrating development conversations into your employer branding, you demonstrate that you recognize potential and value and foster growth and development. A strong argument in the war for talent. Important: employee development conversations should not be regarded merely as a formal duty to check off. It is essential to create an open and supportive atmosphere so that concerns and critical points can also be addressed in a trusting setting.
Preparation: A guide to successful employee development conversations
The goal of every employee development conversation is to focus on the professional opportunities of the employee and define concrete options and paths. This requires sufficient time for thorough preparation. A guide or agenda is particularly helpful—but should primarily serve as orientation and not be followed rigidly like a checklist. Possible questions for the employee development conversation between employee and manager could include the following:
Goals and development
- What short-, medium-, and long-term goals does the person see for themselves?
- How does the person assess their progress so far in achieving these goals?
- What motivates them, and what challenges do they identify?
- Are there areas where they would like to further develop?
- How can they be supported in doing so?
- Which skills and abilities would they like to focus on, and what are they not yet confident in?
- What specific career aspirations do they have, and what is needed to achieve them together?
Job satisfaction
- How satisfied are they with their current role?
- Is there anything that affects their job satisfaction?
- If so, how can this be improved?
Collaboration, communication, and leadership
- How do they experience teamwork?
- Do they have suggestions for improving internal communication?
- Are there ideas for developing leadership methods?
- What support do they need from their manager to be best supported?
At the end of the conversation, the next steps should be defined: What should be accomplished by the next meeting? What resources are needed? What training should be implemented by then?
Development takes time – save resources with Refline
It takes time to regularly engage in dialogue with employees, identify potential, and promote it in a targeted manner. Free up more resources for your employee development by reducing administrative effort. With Refline's e-recruiting software, this can be done easily and quickly. Get to know the various features of the system directly in our live demo or request a non-binding consultation!
*We place great importance on diversity and inclusion. That’s why we strive to use gender-neutral language. Where we use the masculine form, it serves solely to improve readability.