Chronically unhappy employees are always at risk of quitting or committing a mistake. The leader needs to work with them and prioritize their growth, compensate them fairly, and optimize their daily work.

If the employee doesn't trust you, start with a clean slate and provide direct assura...

Once a leader realizes that there is a lot to be learned and everyone around us has an internal life as rich and conflicted as ours, a mutually benefiting 1:1 can be conducted.

One has to know the right questions to ask, not thinking of oneself as an authority figure, but as a learning par...

If employees are not familiar with 1:1 meetings, they might think it is a precursor to layoffs, or think of them as another waste of time.

Make sure the right message goes across the team, ensuring that these sessions are now a regular occurrence, and involve you meeting with everyone one ...

1:1s (or one-on-ones) are worth every leader's time, help maintain employee relationships, and builds trust.

We need to equip ourselves for common challenges and choose the right questions to ask while ensuring adequate follow up.

Rather than being a clueless boss, it is imperative ...

Many issues cannot be solved in a 20-minute meeting, and it is a good practice to follow up and provide a solution at a later time.

Important points for Follow-up:

• Do not promise or assure any solution in advance.
• Retaliate that these meetings are confidenti...

A few questions related to various aspects of work:

• Icebreaker: How has this last week been for you?
• Productivity: Is there anything in your work life that you would like my help with?
• Team: How is everything going with the people you are working w...