New requirements for the psychosocial work environment: Why dialogue matters more than ever
Eirin Eriksen Horvei
October 14, 2026
An effective follow-up conversation is crucial to ensuring success in any working environment. It is a time to communicate, evaluate and give guidance to the employee. By preparing well, you can make sure the conversation is productive and contributes to growth and development for everyone involved.
A follow-up conversation is a formal conversation between a manager and an employee, where the purpose is to evaluate performance, give and receive feedback, and set goals and expectations for the future. The conversation gives both parties the opportunity to discuss challenges, strengths and opportunities for growth and development.
This type of conversation is important for several reasons. First, it gives you as a manager the opportunity to give constructive feedback, recognise effort and motivate employees to keep doing their best. Second, it gives the employee the opportunity to voice concerns, share successes and give feedback on the working environment or processes.
A follow-up conversation can also be an opportunity for you to identify any training or development needs the employee may have. By discussing challenges and opportunities for growth, you can facilitate continuous development.
A successful follow-up conversation can help strengthen the working relationship between you and the employee. By showing interest in the employee's development and well-being, you can create a positive and supportive work culture. This in turn can lead to increased motivation, engagement and productivity.
It is also important to note that such conversations should not only take place when needed or at fixed times. As a manager, you should be available to give feedback and support the employee whenever it is needed. This can help create a culture where learning and development are a natural part of the working day.
Before you hold a follow-up conversation, it is important to prepare well. This will ensure that the conversation is structured, focused and productive.
Make sure the conversation takes place in a safe environment, and set aside enough time so that it does not end up rushed. This can help build trust and openness between you and your employee. By listening and being open to their perspectives and opinions, you can create a safe and supportive conversation. A simple and effective way to communicate is to be “well-meaningly curious”.
It is also important to remember that the follow-up conversation is an opportunity to build relationships and strengthen your collaboration with your employee. By showing interest in their needs, you can help create a positive working environment.
While preparing, it can be useful to reflect on the employee's strengths and what they have achieved since the last conversation. This can give you valuable insight into their potential and motivation. It can also be wise to think about any challenges the employee may have faced, and how you can help them overcome these. By being prepared for potential obstacles, you show that you are committed to their success and will support them through any difficulties.
A follow-up conversation is an important part of the management process. It is an opportunity for you as a manager to communicate with your employee, give feedback and set new goals.
When discussing difficult topics, such as challenges or dissatisfaction, it is important to be constructive. Focus on solutions rather than problems, and work together with the employee to find good solutions. This will help create a positive and constructive conversation. To support your feedback or evaluation, it is useful to refer to concrete examples or incidents. This makes it easier for the employee to understand what you are talking about, and it gives a more concrete basis for the discussion.
When the employee shares their views or concerns, it is important to show understanding, listen actively and show empathy. This will help create a trusting and open environment where the employee feels safe sharing their thoughts and feelings.
After you have held a follow-up conversation, it is important to follow up on what you agreed. Review the most important points discussed during the conversation, and summarise any actions or goals that have been set. Let the employee know that you believe in their abilities and that you are there to support them on the road to success. Check in with the employee to make sure actions or goals are followed up, and evaluate any progress. If the employee needs extra support, offer to help them reach their goals.
By following these tips and preparing thoroughly, you will be able to hold follow-up conversations in an effective and constructive way. Remember that these conversations are a valuable opportunity to support and develop your employees. Make it a priority to create a safe and trusting environment where everyone can grow and thrive.
