Do you have regular one-on-ones with your employees? If not, you might be missing out on a key opportunity to improve communication and foster a better working relationship. Here are some tips for making the most of your next one-on-one meeting.
Understand the one on one meeting is for your employee, you are there to listen and support
One on one meetings with employees are essential for ensuring a supportive, successful atmosphere in the workplace. During a one on one, it’s important not only to listen to your employee but also to demonstrate your support and commitment to their ongoing development and growth. Giving feedback and offering advice should be done thoughtfully and objectively; additionally, the meeting should provide an opportunity for your employee to express any concerns or issues about which you can lend your assistance. This would be beneficial for both parties; good communication between a manager and an employee not only enhances organizational performance but also increases job satisfaction and morale among staff members.
Set a clear agenda for your one on one.
Setting a clear agenda for the one on one meetings with your employees is key to making sure those meetings are productive. Make sure you include a question about the progress being made on any current projects, and brainstorm together about any obstacles standing in their way that you can help remove. It’s also nice to hear what your employees have been learning recently – it shows them that you’re taking an interest, as well as making sure they’re continuing to stay up to date. Finally, before ending each meeting, ask for a commitment from your employee regarding what progress they will make between now and your next one on one meeting so that everyone stays accountable.
Be open to feedback – encourage your employee to give you feedback on your performance as well as theirs
Creating an environment in which employees feel comfortable giving honest feedback helps ensure a high-functioning workplace. Regularly encouraging open discussion will help create that atmosphere and also give you insight into any issues that might need to be addressed in your current management strategy. Employers should also take this opportunity to receive feedback on their performance and look for areas where they can improve their leadership skills. When implemented consciously, feedback between employers and employees can be effective, empowering, and rewarding for both parties.
Be honest
Being honest with someone when they need improvement is the best way to help them grow. Honesty allows people to pinpoint areas where they may need to practice or gain more experience, avoid repeating mistakes, and progress at a faster rate overall. No one’s perfect and it’s important to recognize your mistakes and weaknesses in order to develop better skills in the future. By communicating openly and addressing areas of improvement with honesty, you can build stronger relationships and create an atmosphere that values growth and authenticity.
Offer praise and encouragement when appropriate
Praising and encouraging those around you can lead to a healthier work environment, stronger relationships, and improved work-ethic. Praise should be timely and specific – not just general acknowledgments. If your team is working hard to reach a goal, recognize their efforts even if they don’t meet the end result. Make incremental successes small causes for celebration, reinforces that there are pros in addition to cons when an effort falls short. Everyone likes to feel appreciated for their work, so showing recognition for all tasks both large and small can serve as an excellent form of motivation for those around you.
If you want to be an effective leader, it’s important that you understand what your employees need from you. During this difficult time, many people are struggling and feeling overwhelmed. As a leader, it’s your job to provide support and guidance. By setting a clear agenda for each meeting and being open to feedback, you can create a productive and positive environment for your team. And don’t forget to offer praise when it’s deserved – everyone likes to feel appreciated.
Did any of these tips surprise you? What other advice do you have for fellow leaders out there?
About me
and Sprint Recruiting
I joined the HR industry in 2004 after working as a sales leader in the Financial Services Industry for eight years. After spending his first couple of years in HR trying to fit in, I found my voice. Now I leverage all of the things I once hated about HR to become a consultant and invaluable partner to the businesses I support. I contribute to the HRGazzette and to DataDrivenInvestor on Medium. WARNING: my writing style is raw and in your face, not what you would expect from an HR executive.
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