Organize your meetings that are one-on-one to make them more productive.
- Create an agenda in order to run an effective meeting. You won’t always have to stick to the plan, but it can help lay out a series of goals.
- Do a mood check-in to ensure that you can align expectations and develop empathy with the other person.
- Talk about the present moment to discuss what is going well or isn’t going well.
- Define your next steps to improve your work in the future.
- Add more topics to your one-on-one and share or ask anything you didn’t have the opportunity to.
Why have one-on-one meetings?
A one-on-one conversation is a common approach utilized by most managers to obtain status updates on project progress and discuss performance reviews. Regular check-ins with employees are crucial for managers to provide and review performance feedback.
Additionally, one-on-one meetings are powerful tools for fostering stronger relationships between managers and employees. These meetings demonstrate a manager's concern for employee professional growth, which can boost job satisfaction and overall happiness at work.
In the short term, one-on-one meetings enhance teamwork between managers and employees. Managers can offer constructive feedback while employees can discuss areas they wish to improve upon. One-on-ones also serve as an important tool for identifying interpersonal issues and process-related problems.
In the long term, one-on-one meetings enable managers to help their staff achieve success by inquiring about career development opportunities.
What's the value of one-on-ones with your team members?
There are numerous benefits associated with conducting one-on-ones with your team. Let's explore some of them:
1. Demonstrate value for employees: Dedicated one-on-one time with individual team members conveys that you value their professional growth. By dedicating time to support their career aspirations, listen to their concerns, and answer their queries, you demonstrate your care for them.
2. Address concerns: Employees may feel hesitant to voice concerns in a group setting. One-on-one meetings provide a secure environment where they can express themselves freely and discuss any issues they may be facing.
3. Staying informed is key: consistently staying in contact with your team members allows you to remain current on their projects, gauge their job satisfaction, and determine the most effective ways to assist them.
4. Foster employee growth: your one-on-one meetings with employees present an ideal chance to encourage their professional development. By inquiring about their interests, identifying areas for improvement, and assisting them in pursuing educational opportunities, you can aid them in achieving their goals. Whether it involves mentoring or enrolling them in a training program, these regular meetings enable you to monitor and support their progress.
5. Boost efficiency: conducting one-on-one meetings with your team members can enhance their involvement in their tasks, resulting in heightened productivity levels. This is particularly beneficial for project management, as it enables you to optimize the allocation of resources and time for each project, ultimately leading to successful outcomes delivered on schedule and within budget.
What are good questions to ask during one-on-one meetings?
Selecting the appropriate meeting questions is contingent on several factors, including the individual you are meeting with, their current projects, and their performance. To provide a solid starting point for your discussion template, consider these potential topics:
- Do you have any suggestions that could improve our team's collaboration?
- What obstacles have impeded progress in your ongoing projects?
- Are you satisfied with the opportunities for learning and development provided by work?
- In what ways can I assist in advancing your career?
- What accomplishments have you achieved in the past week?
- Which tasks have been enjoyable for you?
- What types of responsibilities do you find most fulfilling?
- How can I enhance your enjoyment of your project?
What are good questions to ask your manager in a one-on-one?
As the meeting concludes, employees are often afforded an opportunity to ask their manager questions. The one-on-one meeting queries you pose will vary based on individual circumstances, your rapport with the manager, and their management approach. Here are some potential questions to initiate discussion:
- Are there opportunities for me to acquire new skills through training programs?
- Where do I have room for advancement within the company?
- Do you have any suggestions that could help me improve in my role?
- Which tasks merit top priority on my agenda?
- In what ways can I better assist you and/or our team?
- What steps can I take to enhance my daily performance?
- What aspects of my work do you find commendable?
- Do you perceive any strengths that I should concentrate on developing further?
- How can I assume additional responsibilities?
- Which skills would benefit from improvement?
