The Thomas Connection measure helps managers understand how connected employees feel to their teams across six dimensions:
- Appreciation: Efforts are acknowledged, achievements are celebrated, and growth is supported.
- Belonging: Feeling accepted and having a shared sense of identity with a group of employees.
- Cohesion: Working toward shared goals in a supportive environment with healthy relationships and constructive conflict management.
- Contribution: Feeling supported and empowered with resources, feedback, and time management.
- Trust: Confidence in your colleagues, built through a supportive and fair environment
- Well-being: Managing pressure and work-life balance to support healthy, effective performance.
How can managers act on these insights to foster connection?
- Before the conversation:
- Review the employee’s overall Connection score, insights for each dimension (green = high, yellow = moderate, orange = low), and suggested connection habits.
- Consider their role, recent events, and prior feedback.
- Identify the areas that highlight low connection and set clear objectives for the discussion.
- Book a private space with enough time to talk meaningfully.
- Initiating the conversation:
- Explain the purpose of the session and outline what will be discussed, assure privacy, and allow the individual time to prepare.
- Let them choose the time and place.
- During the conversation:
- Reinforce the purpose and confidentiality of the conversation
- Ask open-ended questions about their thoughts on their scores or current role.
- Focus on acknowledging high scores to set a positive tone with questions like “Where would you like to start?”, “Which scores are most relevant to your role?” or “What stood out for you in your insights?”
- For low scores, explore with curiosity: “What gives you and consumes your energy at work?” or “What makes you feel disconnected?”
- Discuss which connection habits they would like to adopt and how you can support them.
- After the conversation:
- Agree on next steps and timelines.
- Document key actions, mutual commitments and follow-up dates.
- Schedule regular check-ins to track progress.