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Check your empathy first
Before discussing performance in a 1:1 meeting, check your empathy first. You want to add value and find out how your direct report feels.
- Does the person you're managing feel invested in your company or team goals?
- Does he/she feel as if you've got his/her back?
- Do you know what motivates him/her?
- Both parties must get something out of this relationship. What are you offering vs. what you're expecting?
- Does your direct report understand what he/she is supposed to do? How to do it?
- Does he/she have the right training, right scope, proper authority, right resources, and enough time to do as you need?
- Does he/she know how important your ask is?
- What does he/she need from you or other colleagues?
- Is he/she encountering bottlenecks?
443
904 reads
MORE IDEAS ON THIS
1:1 meetings
1:1 meetings matter. It is important to nurture that essential employee-manager relationship. But it still not easy to get right.
Under pressures, managers are still juggling commitments. Then there's the issue of what to cover, and to avoid a half-hearted performance as ...
396
2.89K reads
Prep checklist
- Identify a success metric for the meeting. Create an agenda that will allow you to meet that purpose. (The reason for this meeting is...)
- Craft the items on your agenda.
- Build appropriate reporting and dashboards.
- Review relevant data beforehand. Come to ...
397
979 reads
Put structure in every meeting
Unstructured meetings are a waste of time. In order to let the report take ownership of the meeting, prep and set the agenda. Your report will fill in part of the content. Managers owe their teams:
- Clear and straightforward expectations.
- Proactive, rather than reactive, perf...
405
821 reads
1:1 category
The goal of an effective 1:1 is not an update from your direct report or for you to lay down some instructions. It's a conversation. It's a chance to hear about your direct reports' ideas for your product, their career goals, and possibly their opinion of their performance.
426
1.79K reads
Stay specific (yet open-ended)
Ask specific but open-ended questions to enable you to see the other point of view and see all the dimensions of a problem.
- Ask, "What's harder than it should be?" It helps you identify patterns when you talk to various people.
- "Is there anything you'd like to a...
410
1.24K reads
Create a two-sided action plan
After a performance review, ask your report to list five to seven concrete actions they want to work on over the next six months and write them down. Check in regularly on this plan, but don't use your regular 1:1 time.
When your direct report asks for advice, ask them first what they thin...
397
893 reads
Manager's best tool
Your most precious resource is your own time and energy. When you spend it on your team, it helps build healthy relationships.
Your job as a manager isn't to give advice or 'save the day.'' It's to empower your reports to find the answer themselves. If y...
417
1.64K reads
Sickness vs. symptoms approach
When people come with specific problems or concerns during 1:1s, try and dig deeper to diagnose the root of a problem.
- When someone is particularly stressed or tense, and they don't know why, ask them things like what part of the day these feelings are the strongest. This allows you ...
429
1.25K reads
Make performance reviews more impactful
Keep careful notes and actually follow up in special 1:1s. Your reports value your feedback.
Keep track of instances where your report did well, where they're lacking, or where they generally did something noteworthy. Share these things with your report in weekly 1:1s.
394
1.04K reads
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More like this
How to set the motivation flywheel in action
Knowing what keeps you back is as valuable as determining how to get started.
- What are the bottlenecks to get you started?
- What can cause you to stop once you start?
- How do you know what to do once you get started?
Share Your Feelings
Sometimes the easiest way to delight your mom is to let her feel involved in your life.
- Tell her what you are planning for the future.
- Describe the challenges that you are facing.
- Tell her you value her opinion.
- Ask her how she handled something...
Listen
Once you voice what’s bothering you, be sure to hear how your partner responds. Give him or her a chance to speak and listen to what he or she says.
It may be that you’re misinterpreting the behavior, he or she wasn’t conscious of how you feel, or you’re doing or saying something to i...
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