A 'continuous dialogue' means that managers engage in ongoing conversations with their employees throughout the year. This methodology is often used as one of the means to replace the traditional HR conversation cycle with a planning, performance, and appraisal interview.
Through the continuous dialogue, managers and employees are in ongoing conversation about goals, development, and career. Part of the continuous dialogue is 'the good conversation'. These more formal conversations are a modern alternative to traditional planning, performance, and appraisal interviews.
Through the continuous dialogue, managers and employees are in ongoing conversation about goals, development, and career. Part of the continuous dialogue is 'the good conversation'. These more formal conversations are a modern alternative to traditional planning, performance, and appraisal interviews.
Why companies are switching to a continuous dialogue
More and more companies are renewing their HR conversation cycle by introducing a continuous dialogue. The main reason is that the traditional cycle no longer matches the rapidly changing organization and both (HR) managers and employees experience too little added value from the current way of evaluating.
The transition to a continuous dialogue
For many organizations, the first step in renewing the traditional conversation cycle is implementing 'the new evaluation' and 'the Good Conversation'. The key principles:
Once the good conversations are set up, the next step is to actually transition to a continuous dialogue through regular 1:1 meetings.
- A conversation cycle consisting of short periods, usually quarterly.
- Besides evaluating, also looking ahead directly.
- Discussions cover goals, development, and career.
- Conversations are two-sided, including colleague feedback.
- Assessment remains possible, but substantiated, transparent and fair.
Once the good conversations are set up, the next step is to actually transition to a continuous dialogue through regular 1:1 meetings.
Prevent employee resistance
Resistance to change is normal, especially when new communication styles or feedback mechanisms are introduced. Here are some suggestions to reduce this resistance:
- Clearly explain the intention, process and benefits of the continuous dialogue.
- Try to involve employees in the design and implementation process.
- Ensure training and support are available.
- Show that it produces positive results.
- Change takes time - be patient and give employees time to adapt.
The result
Research by Gallup among companies that have implemented a continuous dialogue shows enormous positive results:
For an organization with 150 employees, this results in time savings of 4,800 hours and up to €170,000 per year.
- Employee engagement can increase by up to 280%.
- A 26% increase in team productivity.
- A 41% reduction in voluntary turnover.
- A 62% decrease in burnouts!
For an organization with 150 employees, this results in time savings of 4,800 hours and up to €170,000 per year.
How do you implement a continuous dialogue?
The Learned platform helps you set up a continuous dialogue. Easily conduct effective development conversations and supplement them with tools for quick feedback moments and ongoing 1:1 meetings. Curious what this looks like in practice? Create a free trial account and experience it yourself.
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