The best managers value 1v1 meetings because they value employees that work for them. An organization is only going to be as good as they treat their employees. Once the employees see that their employers genuinely pay attention to them, they are more likely to put much effort into the work they do. That is why it is imperative that managers include employees in every decision they make, especially if it is going to have an impact on the employees.

Why Have 1v1 Meetings?

Real-time feedback: Once you get real-time feedback from your company, you would be able to point out areas that have not been doing well or areas that need improvement.

Improved communication: Having one on one meetings with employees would encourage them to participate more and put forth their ideas.

Promote from within: After employees are promoted from within, they feel much better about themselves and that they are being appreciated for the hard work they do.

What to keep in mind for 1v1 meetings:

From setting up 1v1 meetings to during the meeting, here are some things you need to keep in mind:

Before the 1v1 meeting:

  1. Always promote an open-door policy
  2. Set a recurring meeting
  3. Don’t cancel
  4. Go somewhere private to talk
  5. Don’t try to make it too formal

During the 1v1 meetings:

  1. Breaking the ice
  2. Discuss career development
  3. Provide honest feedback on their performance
  4. Set measurable short-term and long-term performance goals
  5. Listen to what they need to be successful
  6. Ask follow-up questions if necessary
  7. Give employees praise when necessary
  8. Ask for feedback

Preparing for the next 1v1 meeting:

  1. Take notes during the meeting
  2. End on a positive note
  3. Establish next steps for a meeting

Before the 1v1 meeting:

1. Always promote an open-door policy:

When managers assure employees that their door is always open for them, they can take their concerns, suggestions, and queries related to a workplace outside their chain of command without having to worry about anything.

2. Set a recurring meeting:

Managers need to make sure that their meetings take place repeatedly, so the employees feel like their managers do put an effort to listen to them.

3. Don’t cancel:

Instead, reschedule: While it is true that sometimes due to unseen circumstances, managers have to cancel their meetings, but they can always reschedule it instead of abandoning them altogether.

4. Go somewhere private to talk:

Employees would be more cooperative and comfortable with talking about their experiences at the workplace if managers take them somewhere private to talk instead of talking in a place where every other employee passing by would be able to hear their conversation.

5. Don’t try to make it too formal:

The whole point why managers should arrange one-on-one meetings with employees is so they feel comfortable with the managers, but if managers are stern and being too formal, then the employee would see no reason to voice their concerns.

During the 1v1 meetings:

1. Breaking the ice:

It doesn’t matter whether it is your first day as a manager or you are an experienced one, you need to understand that there are some employees who are never going to break the ice. That is why it is upon you, the manager, to break the ice by adopting from a number of ice-breaking activities. Whenever you are arranging an ice-breaking activity, start with something simple as a lot of employees would not be comfortable talking about themselves right off the bat.

2. Discuss career development:

There are a lot of employees who join organizations with certain careers in mind. While they might not be comfortable talking about themselves, they will be open to discussing what they expect from the organization.

Jeff Butler, On Career Development

Author, keynote speaker, and workplace strategist.

“When you’re working with someone, you need to make sure where they want to go in their career. If you have an idea of this, you can map out where you want to go. Based on that, you can track their progress toward that destination. People can feel success because they know where they’re going and how long to get there.”

3. Provide honest feedback on their performance:

Being transparent with your employees about their performance has a lot of benefits. When you provide honest feedback on how your employees are performing, it would bring out their best.

Jeff Butler, On Providing Honest Feedback on Their Performance

Author, keynote speaker, and workplace strategist.

“When employees are looking to move forward in their careers, people need to know if they’re on-course or off-course. That’s where honest feedback comes into play. If they’re off-course, you need to let them know immediately and don’t try to paint it – being honest is best.”

4. Set measurable short-term and long-term performance goals:

Like everyone else working around the industry, employees who join your organization have some short-term and long-term performance goals. Once managers get employees to discuss it with them, it would be beneficial for both of them.

5. Listen to what they need to be successful:

The relationship between a manager and an employee is a two-way relationship. Hence, listening to employees during meetings would boost their morale in a big way.

6. Ask follow-up questions if necessary:

Having one on one meetings with employees is certainly a great way to maximize employee productivity. However, managers can take it up a notch by asking if the employees have any questions related to their meeting.

Jeff Butler, on Asking Follow-up Questions if Necessary

Author, keynote speaker, and workplace strategist.

“This is very complex because as a manager, it can be very biased to ask people “how am I doing as a manager”? I think a way to get the answer you want without having to ask that question is to instead ask ‘is there anything we can do to help you reach your goals more effectively’. The answers from this should start opening up anything you can do to improve as a manager.”

7. Give employees praise when necessary:

Sometimes, there are employees who go beyond their way to complete a project. When managers praise them for it, they are more likely to do the same the next time. Moreover, this would encourage other employees to do the same.

8. Ask for feedback:

There is absolutely nothing wrong if a manager asks for feedback from his employees. The only way for them to move forward is if both the groups are aware of the areas they are lacking in.

meeting with my boss

Preparing for the next 1v1 meeting:

1. Take notes during the meeting:

Taking notes during a meeting would help a manager improve on the areas they didn’t perform well during the meeting.

2. End on a positive note (no matter how the meeting goes):

Regardless of how the meeting goes, ending it on a positive note would energize employees for the next meeting.

3. Establish next steps for a meeting:

Once you have carefully analyzed how well you did during your meeting, you should work on improving your next meeting by establishing steps for it.

Conclusion

Employees tend to perform well when managers work with them every step of the way. As their leader, it is a manager’s duty not only to tell them how it is done but rather show them. At the end of the day, how well a business does ultimately rests on the hands of the employees and the managers who are managing them.

For scheduling your next one-on-one meeting, be sure to use our meeting management software for Office 365.

 

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