Developing communication with team members can be highly beneficial. However, bringing up important subjects can be challenging for various reasons. Sometimes, being too direct about a concern can also send a negative message to the workers. In other instances, there can be an urgency to discuss a work issue that can impact how it is delivered.

However, building communication with team members strategically can bring long-term benefits. Let’s take a look at some conversation starters that can assist in the purpose:

If You Could Change One Job Responsibility, What Would it Be? What Would You Replace it With?

This is a great question to develop communication with employees because it doesn’t demand anything. Rather, it shows that the organization cares about the employees’ well-being and wants to know what job responsibility is an obstacle in its path.

It doesn’t ask employees what more they can do but what is the most difficult for them to do. The approach to this question allows employees to be honest about what work responsibility keeps them from achieving their full potential. It sends the subtle message to employees that the organization is ready to help them with whatever they find challenging.

The second part of this question allows employees to trust the organization as it promises a balance of work.

What Work Responsibilities Do You Believe You Manage Best?

This conversation starter is great because it encourages the hope of career development among the employees. Career-oriented employees can especially utilize this question to show their interest in how they want to grow in the company.

This question also allows for honesty. It doesn’t pressure employees to take up more responsibility but allows them to express what they enjoy about their work. It also allows employees to boost their professional strengths, increasing their motivation at work.

Do You Have Any Skills You Would Want to Utilize that Your Job Doesn’t Require?

This conversation starter allows employees to further prove themselves and their capabilities without pressure. For example, an employee who believes they have good ideas can express how they can contribute to brainstorming sessions.

Hence, it doesn’t add any work pressure on the employee but allows them to find growth opportunities at the workplace according to their professional strengths and interests. Team leads can effectively build communication with employees and discover their unique skills through this question.

Training and Development of What Skills Can Help You Achieve Your Professional Goals More Efficiently?

This question allows employees to analyze their performance at work and talk about it without being offended or disheartened. It doesn’t blame the employees for not doing enough or well at their job.

Instead, it acts as a gentle nudge to motivate employees to think about their career development.

Employees can share their professional goals to answer this question, which can allow team leaders to understand how to guide them best. Organizations can arrange training sessions according to the answers they receive from their employees in response to this question.

Last but not least, asking questions and starting conversations is not enough. Developing communication with team members requires listening to the employees’ concern and acting on them.