The most effective one-on-one meetings have more of the sense of a fantastic conversation than a report-out. This entails coaching your team member while also directing the conversation. This entails paying attention with an open mind, posing pointed inquiries, and offering considerate criticism when necessary. Many managers can even monopolize the time by talking instead of their staff members when they don’t listen nearly enough. They may overlook important information as well as chances to explore options for deeper resolutions hidden within the employees’ stories. A deliberate, loosely held agenda should guide the one-on-one discussion.
The following should be on the agenda:
- Updates that can’t be found within a company dashboard or data tracker
- Support is needed from the manager and other members of the leadership team
- Questions the team member has about particular issues
- Feedback the team member would like to receive