Ideas from books, articles & podcasts.
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 by one, to discuss priorities and problems that don't fit in other meetings.
If there is resistance or your employees are short of time, offer them assistance with their work, or accommodate them to a different time, while underlining the importance of the 1:1 session.
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1:1s (or one-on-ones) are worth every leader's time, help maintain employee relationships, and builds trust.
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A one-on-one meeting with an employee should:
One-on-one meetings open up a Pandora's box of valuable information and benefit everyone.
A few questions related to various aspects of work:
If the employee only wants to talk or badmouth co-workers, the leader needs to steer them back, making them focus on what can be controlled. Look for key points in their venting and check if anything that is mentioned is not unlawful harassment for anyone.
Some other ways to ensure complia...
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:
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...
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