A very powerful tool for providing feedback to our employees is the use of a “One-on-One” meeting.
What is a “One-on-One” Meeting?
This is a more informal process of providing feedback. “One-on-One” meetings can be conducted at various intervals depending on the comfort level and time constraints of the individuals involved. They can be weekly, bi-weekly, monthly, etc.
TIP: The important thing is that they are formally scheduled in participants’ calendars. It is equally important that we do our best not to cancel them.
If there is a need to cancel a “One-on-One”, it is important to formally reschedule the meeting at the time of the cancellation. This reinforces the importance of these meetings.
The Top Four Benefits of “One-on-One” Meetings:
- “One-on-One” meetings boost employee engagement and productivity
- “One-on-One” meetings help managers build candid work relationships (think Radical Candor – Care Personally)
- “One-on-One” meetings help keep managers in the loop
- “One-on-One” meetings provide the ideal environment to exchange feedback
How to Implement Successful “One-on-One” Meetings:
- Block off Time – Make this a Priority
- Prepare Discussion Points
- Be Fully Present
- Start off Positive
- Problem Solve
So, What is the Ultimate VALUE of the “One-on-One” Approach?
If executed correctly, “One-on-One” meetings boost employee engagement, build trust and improve productivity. How? “One-on-One” meetings are informal problem-solving sessions that are more of a coaching, mentoring and venting session. This allows the employee to feel heard while building trust with their manager.