Engage Your Employees with Conversational Feedback

Cathie Leimbach • February 15, 2022

Conversational feedback is very effective at improving employee engagement. Yet, leaders often give their employees too little helpful feedback. When we rarely catch our team members doing things right and acknowledge their positive contributions, they aren’t sure if they are meeting expectations. And, when we don’t let them know what we wish them to do differently, how are they to realize improvement is required?


Even when we provide feedback, we not be encouraging them to repeat positive behaviors and to work towards improving their performance in weaker areas. Managers may tell employees they did a good job assisting customer Jones but if the feedback isn’t specific the employee doesn’t know which aspects of their customer interaction should be repeated and may not realize the positive impact of quality customer service. On the other hand, when employees don’t meet our expectations, if they don’t realize there is a need for improvement and don’t ‘hear’ and internalize our suggestions for improvement, they likely won’t become reliable high performers.


We are seven times as likely to remember something we say than something we just heard. Also, we have to hear, see, or say information several times before we will act on it. Therefore, when leaders and their employees have conversations about the team member’s performance, good performance gets repeated and areas that need improvement get addressed.


Let’s explore what conversational feedback looks like. Positive feedback has the most impact when it is shared in a live conversation. In-person is ideal with a video call or phone call being next best. The leader’s tone and body language tell the employee if their manager is simply going through the motions of showing appreciation or if her thank you is authentic. Only heart-felt thanks spurs an employee to make a habit of doing quality work. The most effective positive feedback is expressed promptly after the good work is noticed, names the specific behavior that is appreciated, and shares the impact of the employee’s action.


Highly effective corrective action involves two-way collaborative conversation. The manager briefly and calmly states the action or behavior that failed to meet expectations. Then he asks the employee questions to encourage self-realization about what caused the unfavorable situation and the impact this has on the people involved and on the organization. The employee is asked to suggest ways to correct the situation and is provided the support needed to improve performance. When the manager and the employee develop corrective action plans together the employee has a better understanding of what is expected and is usually more motivated to address the challenge at hand.


When employees feel that their good performance is valued and receive support to overcome their challenges, they become more engaged, increasing their satisfaction and the company’s success. Conversational feedback is the foundation of win/win/win workplace experiences, increasing employee morale, customer satisfaction, and company results. 


What can you do this month to develop your conversational feedback skills? You may be interested in enhancing your leadership skills through Conversational Management™.   

Which Behaviors Cause Frustrations at Your Workplace?

By Cathie Leimbach • September 9, 2025
Every workplace has its challenges. Some common behaviors create frustration for both leaders and team members. When these patterns show up, they can lower morale and productivity: Showing up late for meetings or shifts Calling in sick often Missing deadlines or forgetting important details Avoiding teamwork or refusing to help others Complaining without offering possible solutions Ignoring feedback or repeating the same mistakes  These behaviors can drain energy from the team. Yet, here’s the good news: people tend to show up differently when they feel valued and appreciated. When employees know their efforts matter, they’re more reliable, more engaged, and more willing to go the extra mile. Creating a culture of appreciation isn’t complicated—it starts with small, intentional actions. Leaders who show genuine care for their employees as people see better teamwork, stronger morale, and improved results for the organization. Want to learn how? Join us for a 30-minute webinar on Strengthening Your Culture - by Showing Appreciation in the Workplace on Monday, September 22, at 12:30 pm Eastern . You’ll leave with at least one simple action that will increase your employees’ willingness to contribute more at work.

Managing Anxiety During Unstable Times

By Cathie Leimbach • September 2, 2025
The past five years have brought many big changes. From world events to personal challenges, life feels less predictable than ever. This constant uncertainty affects our emotions and mental health both at home and at work. When everything feels unstable, it's normal to feel confused and frustrated. Sometimes we react in ways that don't help. Anxiety happens when we worry about what might go wrong in the future. Our minds race with "what if" thoughts, affecting us both physically and mentally. The good news is we can build emotional resilience to handle these tough times better. Here's how to start: Focus on what you can control: When something specific is making you worry, figure out what steps you can take to reduce negative outcomes. If you're stressed about being late to a meeting, set a reminder on your phone to leave with enough time to arrive 15 minutes early. If you're concerned about finishing a work project on time, schedule dedicated time on your calendar to work on it. If you realize you can't finish it alone, ask your boss if you can have more time or see if a coworker can help out. Take positive action: Instead of worrying about problems, do something small to make your situation better. Clean your workspace, call someone you care about, or take a short walk outside. Build stronger relationships: Reach out to family, friends, or coworkers. Have lunch together, share your worries with someone you trust, or simply check in on others. These connections help us feel less alone during hard times. When we work together and support each other, we can step back from fear and worry about situations we can't control. Remember, we can't control everything that happens, but we can control how we respond.