In the previous post, I attempted to draw a distinction between positive supervisory statements about employee actions and statements about the person. Sticking to action statements is safe territory if you want to avoid the long list of negative employee feelings attached to comments they think are aimed at their personality, character, value, attitude, and so on. Safety Observation Conversations (SOC) and Performance Observation Conversations (POC) correctly managed build Supervisor/Employee relations, increase employee engagement, increase general performance, and improve product quality.
There is a long history of evidence-based data to support the value of “talking with” frontline employees. Frontline employees expect supervisors to approach them if there is a problem. They do not expect a general discussion that begins with statements about what the supervisor has seen the employee has “done” that is of value to the product quality, or safety.