Ideas from books, articles & podcasts.
Occasionally, go for a walk and have your 1:1. Occasionally, go get coffee. Go sit in the courtyard. Get lunch or breakfast or dinner. Most often, it’s probably easiest and most efficient to grab or schedule a room and get right into it. Every once in awhile, though, offer to change the setting, as a chance to interact with your team member more as a human being than as just the boss.
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It is a simple, symbolic practice that helps them feel ownership and autonomy for their work and their time.
You’re saying, “You tell me what’s important,” and of course you can coach and guide them to help refine over time what’s important.
If there’s nothing to discuss, it’s ok to cancel. People, too often, view 1:1s as mandatory, but it’s refreshing when you both acknowledge that things are ok for now, or the time may be better spent other ways.
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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 ...
published 10 ideas
...are held between a team leader and team member.
They are conversations that usually last no longer than 10 to 30 minutes where they discuss what is going well and what needs to change.
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