Guidance to run effective one on one meeting
One one one meeting, we all have question ourselves that what to be asked in one on one meeting. This question comes both to the manager and the employees’ minds. Whether you own a business or manage a department at your company, you must need to be conducted one on one meeting with your subordinates.
One-on-one meeting is one of the important meeting for any manager and employees. All managers and employees do not see the importance of this in their performance management strategy.
In fact you are probably too familiar with company meetups, department get together and the like. Meetings often feel like a waste of time.
But what about one on one meetings?
Odds if you are not currently using this approach. But maybe you should be.
In this post we will explore things relating to one on one meeting.
One-on-one meetings can be an incredibly effective way to help build rapport with your employees. In fact, when I go back and check-in with the companies I have worked with in the past, I so often find that those that have experienced positive work culture attribute a large part of their success to the fact that every employee is regularly meeting with his/her direct supervisor.
The importance of regular one-on-one meetings is something that is widely acknowledged as a necessary tool to ensure accountability and improve relationships between team members and leaders.
Effective and frequent communication with team members is a problem commonly faced by managers these days. When employees do not see open lines of communication with their manager or do not understand what is expected from them, they tend to quit. One-on-one meetings are here to fill that gap. This will help managers build a strong team and keep them motivated at work.
Regularly scheduled one on one meetings are important way to:
- Offer care and support
- Provide accountability
- Give employee a voice
- Train & mentor
- Thanks, recognition and praise
- Establish your working relationship
- Performance review
These meetings are important for both managers and direct reports because they ensure that both stay on the same page.
One on ones help managers with the following:
- Keep track of team goals
- Discuss action plan with their team
- Stay aligned with direct reports goals
- Sharing ideas and concerns
Before A One On One Meeting :
- Schedule And Inform the Details
- Communicate the Agenda
- Prepare for it with relevant questions
During A One On One Meeting :
- Catch up informally
- Ask how your employees are feeling at work
- Are they on their mark their goals? If not, why?
- Find out what they are most excited to work on and vice versa
- Is there anything you can do to help them to be more successful?
- Listen to them and discuss agenda
- Give Suggestions/ Solutions/Ask views and create an action plan
- Document it
After A One On One Meeting :
- Send a wrap up mail
- Follow up
- Repeat
Remember…
If employees are not used to regular and open communication in this way, they may feel unsure about one-on-one meetings to start with.
The best approach is to demonstrate through the first few meetings that the discussions can be helpful and useful to them. Try asking them open questions like “What would you like to talk about today?” or “Is there anything I can help you with?” and be prepared to listen. Communicate the agenda effectively to promote strong working relationships with a view to increasing performance, for the benefit of the employee and the organisation.
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