Ever feel like you just can’t connect with your coworkers? Ever wondered what’s the difference between communication and conversation? You’re not alone. Striking up genuine conversation with people at work can be challenging. But mastering the art of conversation can change your relationships and transform your workplace experience. 

Communication gets the job done, but conversation is what builds understanding. When you make the effort to engage your colleagues in meaningful dialog, you’ll find common ground and discover shared interests. You’ll strengthen bonds, gain new insights, and open up opportunities. 

While chatting with coworkers may seem intimidating, especially for introverts or shy people, everyone has the ability to carry an engaging conversation. With a little practice, you’ll be networking and collaborating in no time. Read on for 10 tips to help you master the art of conversation at work.

Understanding the Difference Between Communication and Conversation

Communication and conversation are not the same. Communication is simply the exchange of information, while conversation implies a genuine connection and building of understanding between people.

What makes a good conversation?

A good conversation should:

• Flow smoothly, with both parties actively listening and responding
• Cover topics that both parties are interested in
• Create rapport and help build connections
• Leave both parties feeling engaged and energized

10 Tips to Succeed at Workplace Conversations

To master the art of conversation in the workplace, follow these 10 tips:

Listen Actively

Pay close attention to the speaker by maintaining eye contact, nodding, and avoiding distractions. Ask follow up questions to show you understand and are engaged. Listening is one of the most important skills in building workplace relationships.

Share Information About Yourself Too

While listening is key, don’t be afraid to share details about yourself to build rapport and connection. Talk about your interests, hobbies, experiences, etc. Find common ground and bonding points.

Ask Open-Ended Questions

Ask questions that encourage detailed responses, not just yes or no answers. “How did that big project go?” or “What are your goals for the next quarter?” are great examples.

Compliment Sincerely

Offer genuine praise and appreciation for a job well done. People will appreciate your kindness and thoughtfulness. But be sincere. Empty flattery will seem insincere.

Use Appropriate Humor

Make casual jokes or witty comebacks to lighten the mood and make connections. But avoid off-color or insensitive humor at all costs. Know your audience.

Watch Your Body Language

Maintain enthusiastic, open body language. Make eye contact, smile, face the speaker, and avoid crossed arms. Your body language and tone should match your words.

Follow Up

If there are any commitments or next steps from your conversation, be sure to follow through. Send a quick email to reiterate key discussion points. Your thoughtfulness and dependability will be remembered.

Respect Personal Boundaries

Be sensitive to people’s comfort levels with casual conversation, especially when you first meet. Some people may be shyer or more introverted. Respect others’ boundaries and let them warm up to talking in their own time.

Find Common Ground

Look for shared interests, experiences, values or goals as a way to build rapport. Our similarities form connections, so highlight them when conversing with colleagues.

Spread Positive Feelings

Having a positive, optimistic attitude and sharing that outlook with others is highly contagious. Make people feel good after talking with you. Your positive energy will make an impression.

Read More: Relationship Building Hacks

How Mastering Conversation Helps Introverts and Shy People

Being shy or introverted doesn’t mean you can’t master the art of conversation. In fact, honing this soft skill can be even more valuable for those who prefer less social interaction. Here are some tips to help introverts and shy individuals strengthen their conversation skills:

Start with small talk

Ease into deeper discussions by beginning with some light chitchat about shared interests or surroundings. Ask open-ended questions to get the discussion flowing. Starting small allows you to become comfortable before diving into more meaningful dialog.

Listen actively

Focus the conversation on the other person by listening intently and asking follow-up questions. People will appreciate your genuine interest in them, and you’ll gain valuable insights. Active listening also takes the spotlight off of you, reducing anxiety.

Prepare some questions in advance

Having some pre-planned questions or discussion points in your back pocket can help avoid awkward silences if the conversation lulls. Do some research on the person or topic in advance and come equipped with thoughtful questions.

Don’t be afraid to share

While listening is key, you should open up when you feel comfortable. Share details about your experiences, perspectives, and interests. Speaking about topics you’re passionate about will make the conversation flow more naturally. Keep responses balanced, and always bring the focus back to the other speaker.

Follow up appropriately

If you connect with someone new, reach out within a day or two to express your enjoyment of speaking with them. Mention something specific you discussed, and suggest meeting up again or continuing the conversation. Following up is a great way for introverts to build new relationships in a low-pressure manner.

With regular practice, these conversation skills will become second nature. You will be able to build closer connections, gain confidence in social settings, and may even come to enjoy small talk. So don’t be afraid to start a dialog—you have more to gain than you realize!

Read More: 10 Easy Tips To Stay Motivated At Work Even On The Hardest Days

Conclusion

Start small by listening more and judging less. Ask open-ended questions to get the dialog flowing. Share a little about yourself too, in an authentic way. Practice active listening to show you’re fully engaged. Compliment others sincerely. Most of all, relax – conversation should be enjoyable, not an interrogation!

With regular practice of these techniques, conversing at work will become second nature. You’ll strengthen relationships, gain valuable insights, and who knows – you may even make a new friend or two along the way. The art of conversation has power – use it well!

10 Tips to Become a More Effective Leader at Work 

How To Give Feedback is the key to fostering professional growth and enhancing employee performance at the workplace. Employees actively seek feedback and managers often seek support on how to give feedback to gauge their performance and, in turn, increase their self-confidence and motivation.  

Yet, “How to give feedback”? It can be a daunting task for many leaders and managers, given its potential impact on an employee’s confidence. This blog explores effective tips on how to give feedback that uplifts employees’ confidence, offering five effective ways on how to give feedback, highlighting what to avoid, and providing valuable tips for enhancing the entire process. 

Feedback serves as a powerful tool for enhancing employee performance. A study by Gallup found that employees who receive regular feedback are more engaged, more likely to stay with their organization, and more productive. Furthermore, constructive feedback can boost employee confidence by acknowledging their strengths and providing guidance for improvement. Therefore, understanding how to give feedback that boosts employees’ confidence is essential for any leader or manager. 

How To Provide Effective Feedback To Your Team  

Be Timely and Specific 

One of the most critical aspects of how to give feedback that boosts confidence is timeliness. Providing feedback promptly after an event or task allows employees to connect their actions with the feedback, making it more meaningful and relevant. They say, ‘delayed feedback is as good as no feedback’. Delays may lead to confusion, as employees might not remember the context or details of the situation. 

Moreover, feedback should be specific and focused on particular behaviours or actions rather than vague generalizations. Instead of saying, “You did a good job,” provide specific examples of what the employee did well. For instance, “You handled the client’s concerns during the meeting by addressing each point comprehensively, which demonstrated your expertise and problem-solving skills.” Specific feedback provides clarity and helps employees understand exactly what they did right, boosting their confidence in their abilities. 

The Sandwich Technique

The “Sandwich Technique” is a popular method when it comes to how to give feedback while preserving an employee’s confidence. This method involves sandwiching constructive criticism between two positive statements. It begins with a positive comment, followed by the constructive feedback, and ends with another positive comment. 

For example, if an employee’s presentation lacked clarity, a manager might say, “Your presentation had some excellent points, especially in the beginning. However, there was a bit of confusion in the middle section. Nonetheless, your conclusion was strong and left a lasting impression.” This technique acknowledges strengths, addresses areas for improvement, and finishes on a positive note, making it easier for employees to accept and act upon feedback. 

Focus on Behaviour, Not Personality

While talking about how to give feedback, it is essential to concentrate on an employee’s behaviour or performance, not their personality traits. Criticizing someone’s personality can be demoralizing and counterproductive. A key to how to give feedback is to share it in a way that emphasizes specific actions or outcomes. 

For example, rather than saying, “You’re always so disorganized,” which targets the individual’s personality, you can say, “I noticed that you missed a few deadlines last week. Let’s work on improving your time management skills to ensure tasks are completed on time.” This approach shifts the focus from the employee’s personality to a specific behaviour that can be improved, which is more constructive and less likely to damage confidence. 

Encourage Self-Reflection

Boosting employee confidence through feedback involves promoting self-awareness and self-improvement. Encourage employees to reflect on their performance and take ownership of their development. Ask open-ended questions that prompt self-assessment and self-discovery. 

For instance, how to give feedback after a project completion, could involve you asking, “What do you think went well during this project, and what areas do you believe could be improved?” By inviting employees to evaluate their own performance, you empower them to identify their strengths and weaknesses, which can be a confidence-building exercise. Additionally, you can provide guidance and support based on their self-assessment, fostering a sense of autonomy and growth. 

Provide Constructive, Actionable Feedback 

To boost employee confidence, feedback should not only identify areas for improvement but also offer constructive, actionable suggestions for growth. Instead of merely pointing out what went wrong, provide guidance on how to make improvements. 

Here is an example of how to give feedback if an employee struggled with public speaking. You could offer specific recommendations like, “Consider taking a public speaking course to improve your presentation skills,” or “Practice in front of a mirror or record yourself to work on your body language and tone of voice.” Providing actionable steps empowers employees with a clear path to improvement, enhancing their confidence in their ability to grow and develop.

What to Avoid When Giving Feedback 

When considering how to give feedback that boosts employee confidence, it is essential and equally important to avoid common pitfalls that can have adverse effects on morale and motivation. Here are some things to avoid when considering how to give feedback to your employees that boosts confidence: 

Avoid #1:

The “Compliment Sandwich” Trap: While the Sandwich Technique can be effective, overusing it or making it overly predictable can diminish its impact. Employees may become skeptical of positive comments if they suspect criticism is always coming next. Use it judiciously and when it genuinely fits the situation. 

Avoid #2:

Don’t Make It Personal: As mentioned earlier, avoid criticizing an employee’s personality or character traits. Focus on behaviour, actions, and outcomes that can be improved. Personal attacks can erode confidence and damage working relationships. 

Avoid #3:

Avoid Being Vague: Generalized feedback, such as “You need to do better,” lacks clarity and doesn’t provide employees with actionable steps for improvement. Always be specific in your feedback, addressing particular behaviours or performance aspects. 

Avoid #4:

Don’t Neglect Positive Feedback: While constructive feedback is essential for growth, don’t forget to acknowledge and celebrate employees’ successes and achievements. Neglecting positive feedback can lead to demotivation and reduced confidence. 

Avoid #5:

Avoid Public Criticism: Criticizing employees in front of their colleagues or superiors can be humiliating and damaging to confidence. Whenever possible, provide feedback in private to maintain their dignity and prevent undue embarrassment.

Tips on how to give feedback 

To further enhance the process of how to give feedback to boost employee confidence, consider the following tips: 

Build Trust:

Establish a foundation of trust with your employees. When employees trust their managers and feel safe receiving feedback, they are more likely to accept it positively and use it for growth. 

Regular Check-In’s:

Conduct regular one-on-one meetings with employees to discuss performance, goals, and development. This ongoing dialogue allows for timely feedback and builds a stronger working relationship. 

Balance Positive and Constructive Feedback:

Provide a healthy balance of positive and constructive feedback. Recognizing accomplishments and strengths can reinforce confidence and motivation. 

Be Open to Receiving Feedback:

Encourage a culture of open communication by being receptive to feedback from your employees as well. Show that you value their input and are willing to make improvements based on their suggestions. 

Offer Support and Resources:

If an employee needs additional training or resources to improve their performance, be willing to provide them. This shows your commitment to their development and boosts their confidence in your support. 

Monitor Progress:

Follow up on feedback to track an employee’s progress and offer additional guidance if needed. Celebrate improvements and acknowledge their commitment to growth. 

In conclusion, how to give feedback that boosts employee confidence is an essential skill for effective leadership and management. Timely and specific feedback, delivered with care and consideration, can motivate employees to excel and foster a culture of continuous improvement. By avoiding common pitfalls and following best practices (such as the Sandwich Technique, focusing on behaviour, encouraging self-reflection, and offering actionable suggestions) when it comes to how to give feedback, you can create an environment where employees feel empowered to develop their skills and achieve their full potential. 

Off late Rhea has been late to work, remains silent mostly, and is missing important deadlines. When asked, she expressed that she does not feel motivated about work as before, and she’s not sure why. She said, “I really need a break but that can’t happen, can it?”

• Can you relate to how Rhea is feeling?
• Have there been times when you’ve thought it’s been way too long, and you just need a break from work?
• Have you ever wished to have enough time off work – either to reflect on what you really want to do in your career, or to just get some rest from the regular work schedule?

If you’ve answered yes to any of the above, then the concept of sabbatical leaves could come in handy for you.

What is a Sabbatical Leave?

Sabbatical is an extended period of leave that an employee takes from their professional responsibilities, as agreed upon with their employer. This leave is usually longer than the standard vacations and can be used for professional development or for personal reasons.

Provided the company has a policy of granting sabbaticals, the company decides the terms/ guidelines for the sabbatical, in terms of:

• Eligibility criteria – this is usually decided on the basis of the employee’s work experience and contribution to the organization.
• The duration – it can last anywhere between 4 weeks to a year or more.
• Remuneration – During the course of the sabbatical, the company can choose to pay full salary, partial salary or keep the sabbatical unpaid.
• Purpose – Some companies grant sabbaticals for specific purposes such as pursuing further studies and upgrading skills, whereas in some other cases, the employee has the personal freedom to decide how to use their sabbatical.
• Reporting – Some companies want the employee to submit regular reports of how they’re spending their time during the sabbaticals.

Benefits of Sabbatical leaves for Employees

• Employees who have taken sabbaticals report feeling rested, refreshed, and able to return to work with more motivation and enthusiasm.
• Some employees have also shared that the sabbaticals allowed them to evaluate their career decisions and reflect on the larger question of what they want to do with their lives.
• Many employees were able to gain new experiences and skills that made them better at their work when they returned.

Regardless of the nature of the sabbaticals taken, a major benefit reported by employees is that a break of this kind has helped them learn more about themselves – they’ve gained perspective on what engages them and are then able to use these insights at their work once they return.

Benefits of sabbatical leaves for companies

It might interest you to know that 25% of companies listed in “Fortune’s 100 Best Companies to Work For” offer sabbaticals (2012).

• Having a sabbatical policy in place can serve as a hiring incentive and help to attract new talent.
• A wellbeing survey by the American Psychological Association (2021) shows that over 40% of employees were planning to leave their job in the coming year due to stress. Sabbaticals are noted to fight the effects of burnout and overall help to improve employee retention.
• When employees take sabbaticals for training or professional development, they return to work armed with more knowledge and skills and hence contribute better to the organization.

When to take a Sabbatical leave

Work takes up so much time in our daily lives that very often it becomes our whole identity – we end up focusing most or all of our energy on work at the cost of self-care, relationships or other priorities. This often disturbs work-life balance and can impact both mental and physical wellbeing in the long run. The very idea of the sabbatical is that it is an “approved break” that could give us a sense of “permission” to get rest and also reflect on life priorities.

You can consider taking a sabbatical, if:

• You are on the verge of burnout and need to rest and recover.
• You are unable to feel the same enthusiasm or excitement for work as before.
• You want to focus exclusively on professional development – to pursue further studies, undertake training or build new skills.

Please note that it is always helpful to check if your company has a policy which approves of sabbaticals.

How to take a sabbatical leave

As an employee – Below are some pointers to keep in mind before going ahead with a sabbatical:

• Discuss with your colleagues/supervisors and make adequate arrangements before you leave for the sabbatical so that the transition can be smoother.
• Taking a break from work if you are not used to it might leave you feeling lost or empty, not being sure how to use your time. Hence it can be helpful to create a basic structure in advance and set clear goals for the time off.
• Financial planning and preparation for daily living arrangements or any other potential plans – gathering the financial security/savings to either manage unpaid sabbatical or to fund any plans you may have for travel or training, can help you feel more grounded about entering into a break of this sort.
• In fields like IT and healthcare, taking a long break could lead to skills becoming irrelevant or losing out on clients/patients. Planning how to be up-to-date with skills and how to build a consistent client base upon returning can help tackle these potential risks.  

As a stakeholder in company policies, if the idea of sabbaticals appeals to you, you may want to consider the terms of the sabbatical policy by weighing out the costs and benefits incurred in the process.

It can help to have strategies in place for the employee’s exit and return, so that the transitions can be smoother for others in the team (as roles and responsibilities may be shifted/ redistributed). It can also help to have a plan in place if at all the employee decides not to return to the company after the sabbatical – this can also be outlined in the agreement.

Research has shown that if sabbaticals are implemented correctly, they do have positive effects both for employees and the organization. (Journal of Education for Business, 2005).  

In conclusion, all of us have a different relationship with work and what our work means to us. Our motivation for work also varies. Moreover, some of us are working in fields that we’re passionate about, whereas some of us have followed the path available to us for specific reasons.

Regardless of where we come from or what our profession is, the common fact is that we all seek to have a balance with work so that we can engage with it more enthusiastically and to our best potential, rather than experience it as stressful or purposeless. Sabbaticals can support a great deal in moving towards such a balance.

Please note that it’s always helpful to check if your company has a policy which approves of sabbaticals