Rosa’s at it again. And, as usual, she’s hitting the nail on the head.

She’s posting more about the Daily Five Minutes. This time it’s a two part series. Today’s part focuses on the D5M from the employee’s perspective; the second part will focus on the boss’s perspective.

Now I’ve been remiss in actually telling you why I think the Daily Five is such a good idea. There are two reasons:

The first has to do with the core purpose of the Daily Five:

When your boss Takes 5 with you, the basic coaching they get from me is that the agenda for the D5M is yours, not theirs (hence Lucy’s question). They are supposed to come to you with nothing but an eagerness to talk to you, ready for some practice on being a better listener when you talk to them — about whatever you want to talk to them about.

That the employee has the opportunity to be heard and, more importantly, be understood is the key part of the Daily Five Minutes. Being understood is key, because it’s what we, as humans, really want. If your boss shows up for a Daily Five and doesn’t actively listen to you, she’s doing more damage than if she had just ignored you all day long.

Keith Ferrazzi writes a little about this in his column in inc magazine. Master Networkers, he says, can quickly create an intimacy with other folks by “allowing people to go deep into themselves”—that is, we can intimately connect with others by engaging them in an open conversation about the things that they are passionate. What’s more, this openness and intimacy are rewarded.

In this same way, a boss that takes the time to talk to her employees in a non-judgemental fashion about things the employee is passionate will be rewarded with hard-work and loyalty.

The second is a bit more practical in nature: it allows the employee and boss to connect without taking a lot of time, which gives the employee (and boss, for that matter) more time to get work done.

Anyway, quit reading my words and go read some of Rosa’s. Great stuff.