Regular one-on-one meetings can increase employee engagement by three times.
Managers should prioritize the needs of employees and create a collaborative agenda to foster trust and inclusivity.
Deep dives
The Importance of One-on-One Meetings
One-on-one meetings offer a great opportunity for leaders to engage with their employees and promote employee engagement. Research shows that regular one-on-ones can increase employee engagement by three times. These meetings also contribute to individual and team success, keeping everyone aligned and coordinated. Additionally, one-on-ones are crucial for manager success as they are judged by the achievements of their team members. Furthermore, these meetings can positively impact the overall satisfaction and well-being of employees by providing a mechanism for support and personal connection.
Effective Strategies for One-on-One Meetings
To ensure effective one-on-ones, it is important for the manager to focus on the needs of the employee rather than dominating the conversation. The manager should allow the employee to discuss practical and personal topics, promoting a strategic and engaging conversation. Having a regular cadence for these meetings, ideally weekly or bi-weekly, is crucial for maintaining engagement and continuity. Managers should also create an agenda collaboratively with the employees, emphasizing the importance of their input. Additionally, managers should prioritize addressing both practical and personal needs, fostering trust, respect, and inclusivity during the meeting.
Managing Workload and Evaluating the Quality of One-on-Ones
When handling a larger team, managers can flex the duration of one-on-ones and incorporate asynchronous tools to distribute workload. It is also beneficial to identify senior team members who can provide mentoring and conduct one-on-ones with more junior employees, reducing the manager's load. Evaluating the quality of one-on-ones requires focusing on specific behaviors rather than relying solely on overall impressions. Managers should reflect on their own actions and ensure the meeting adheres to best practices. Feedback from employees regarding the effectiveness of one-on-ones is crucial, and a culture of trust and continuous improvement should be fostered, allowing employees to openly communicate their experiences and suggestions.
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Chapter Marks
(0:00:00) - Introduction
(0:04:23) - What is Organisational Pyschology
(0:08:00) - The Importance of One-on-One Meetings
(0:09:55) - Common Mistakes to Avoid in One-on-One Meetings
(0:10:09) - Who should own the 1:1?
(0:11:07) - Ideal Frequency for One-on-One meetings
(0:12:29) - The Ideal Agenda of a 1:1
(0:14:00) - How to run a 1:1 as a leader? How do you solve problems in a 1:1?
(0:16:00) - How to optimise your time with multiple direct reports? Can you delegate?
(0:18:52) - Leveraging asynchronous tools for meetings
(0:20:45) - Why do people need 1:1s?
(0:21:34) - How 1:1s save you time
(0:22:08) - Evaluating the Quality of a One-on-One
(0:26:15) - What surprised him the most about 1:1s
(0:27:00) - How to open a 1:1 meeting
(0:28:00) - Do senior employees need 1:1 meetings?
(0:29:02) - How to build trust
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