？Read the following passage consisting of four paragraphs （A-D).？Which paragraph （A, B, C

？Read the following passage consisting of four paragraphs (A-D).

？Which paragraph (A, B, C or D) does each statement (1-7) refer to？

？For each sentence, mark one letter (A, B, C or D) on your Answer Sheet.

？You will need to use some of these letters marc than once.

Conversations Can Be the Key to a Manager's Success

A. Retaining top talent is one of the greatest challenges in today's corporate world. And managers play a critical role in influencing an employee's decision to stay with, or leave, a company. So what can managers do to help？ They should listen. Smart managers realize they have to make listening a priority. If they don't, team members may become disgruntled and Use other channels to communicate their messages which can send ripples throughout an organization. Managers who lack opportunities to listen, really listen, to the issues expressed by team members, can create opportunities through regular conversations.

B. How often should you have conversations？ Depending on the size of your team, have at least one or two uninterrupted conversations a month with each team member. Having regular conversations will go a tong way to establish trust and build healthy relationships between you and your team members. These informal meetings typically last half an hour or so. They 'allow you to stay on top of important issues, to be more attuned to the individual's needs and goals and to offer ongoing support. Frequent one-on-one meetings can also help to eliminate any surprises to you or the other person.

C. With so much going on in the workplace, it may be challenging, to concentrate on the issue that needs the most attention. Avoid tangential issues. As a manager, your time is limited, so make the most of it. Being clear about the objective of the conversation will help to keep the discussion on track. Remember what may be an important issue to a team member may be less so to you: however, the individual may need your support working through that issue to focus on more important goals.

D. Keep the discussion focused on the future — what needs to happen and what is likely to happen. This is not the time to get bogged down in what has happened in the past or to review performance history. Instead the conversation should be designed to help the ream member move forward and take action on specific issues that are most relevant. Take a collaborative approach to exploring possibilities.

A manager should have a clear goal before talking to employees.