Leading Through Conversation Toolkit

Supporting Badger 140 Through Meaningful Employee Conversations

Every Conversation Advances Our Strategic Plan

Badger 140 recognizes that every employee—regardless of position—plays an important role in advancing Snow College's mission. Whether serving students directly or supporting operations behind the scenes, employees contribute to enrollment, workforce readiness, and operational excellence.

Performance conversations provide supervisors with an opportunity to:

• Connect daily work to the College's strategic priorities.
• Recognize meaningful contributions.
• Encourage continuous improvement and innovation.
• Support employee growth and development.
• Strengthen employee engagement and retention.

Establish clear goals that advance both individual success and institutional priorities.
An effective evaluation is more than a review of past performance—it is a conversation about how each employee can continue contributing to the future of Snow College.

Badger 140 Conversation Guide
Initiative 1
Ensure Positive and Sustainable Growth in Enrollment

Every employee influences the student experience.

Consider discussing:

• How has your work positively impacted students this year?
• What barriers have you helped remove for students?
• Have you identified opportunities to improve the student experience?
• What ideas do you have that could support recruitment or retention?

Why this matters

Research consistently demonstrates that employees who understand how their work contributes to the organization's mission are more engaged and perform at higher levels. Harvard Business Review notes that helping employees connect their daily work to a larger purpose increases motivation and commitment.

 
Initiative 2
Empower Students with Durable Skills and Workforce Readiness

Helping students succeed extends beyond the classroom.

Consider discussing:

• How does your work help prepare students for future success?
• What partnerships or experiences have strengthened workforce readiness?
• Have you developed new skills that improve your ability to serve students?
• What professional development would help you better support our mission?

Why this matters

Development-focused conversations encourage continuous learning and create opportunities for employees to grow alongside the institution. Research from Harvard Business Review and Gallup shows that employees who regularly discuss development with their supervisors are more engaged and more likely to remain with their organization.

 
Initiative 3
Strengthen Institutional Capacity and Operational Excellence

Operational excellence is achieved through continuous improvement.

Consider discussing:

• What process could be improved?
• What work currently creates unnecessary frustration?
• Where could technology or AI improve efficiency?
• What resources would help you perform your job more effectively?
• If you were in my position, what would you change?

Why this matters

Organizations that encourage employees to identify process improvements foster innovation, engagement, and organizational learning. High-performing organizations create opportunities for employees to contribute ideas, not simply complete assigned tasks.

Organizations that encourage employees to identify process improvements foster innovation, engagement, and organizational learning. High-performing organizations create opportunities for employees to contribute ideas, not simply complete assigned tasks.

The Supervisor Conversation Framework

1. Connect
Build rapport before discussing ratings.

Questions

• What accomplishments are you most proud of?
• What has been especially meaningful this year?
• What has energized you at work?

Harvard Business Review recommends beginning performance discussions with employee reflection rather than immediately reviewing ratings, creating a more collaborative conversation.

2. Celebrate Successes
Recognize specific accomplishments.

Questions

• What went especially well?
• What strengths helped you succeed?
• What contributions should be recognized?

 3. Explore Opportunities
Focus on growth rather than shortcomings.

Questions

• What challenged you this year?
• What would help you become even more effective?
• What skills would you like to develop?

 4. Invite Feedback
Effective supervisors seek feedback as well.

Questions

• What can I do differently to better support you?
• Are there obstacles I can help remove?
• How can our team communicate more effectively?

Gallup consistently finds that employees are significantly more engaged when they receive regular coaching and feel supported by their manager—not just evaluated.

 5. Look Forward
End by creating shared goals.

Discuss:

• Professional development
• Student success goals
• Process improvement goals
• Cross-department collaboration
• Leadership opportunities

Tips for Effective Conversations