Good one-on-one meetings are about dialogue—a privileged moment between two individuals who are probably doing their best. Those regular follow-up meetings are a great way to foster both the employee’s professional development, and the manager’s development as a coach. By framing them as “belonging” to the employee, rather than the manager, you’ll be able to get the most out of these meetings, and make them meaningful for both parties involved. Pay attention to the quality of the conversation: studies show that it’s one of the most influential factors when it comes to individual performance.
- Monthly, at the very least! Some prefer to meet on a weekly basis, others biweekly. Find a frequency that suits both parties and don’t forget to book those meeting times in your schedule.
- Get in the right mindset.
- Take the time to check in.
- Start by discussing the employee’s points.
- Follow up with the manager’s points.
- End with a short action plan.
- Neither of you has had the time to prepare for the meeting? Take the first minutes of the check-in period to note the topics you want to address.
- Ask the employee to send you an email summarizing the action plan.
- Use the same steps for project status meetings, or mid-year reviews.