To Better One-on-One Meetings With Your

Direct Reports

10Tips

Great managers like you know that one-on-ones are vital for employees to be successful.

But how can you make the most of these meetings?

Why Have Them?One-on-ones have three purposes:

1. Relationship building2. Offering support3. Team alignment

Here are 10 expert tips to havemeaningful one-on-ones…

A cancelled one-on-one can lead to:

Tip #1: Don’t Skip ‘Em

A flooded inbox. Emails back and forth are inefficient and can end up costing managers even more time than meeting face to face.

1.

A cancelled one-on-one can lead to:

Tip #1: Don’t Skip ‘Em

Lingering employees outside your door. When emails go unanswered, employees will wait to ambush you during your walk to the bathroom. And that’s not productive for either of you.

2.

A cancelled one-on-one can lead to:

Tip #1: Don’t Skip ‘Em

The employee moving forward without adequate guidance. This can lead to a mess that has to be cleaned up later –leading to more wasted time.

3.

But most importantly when you cancel, you are sending the message that the employee is not a priority, which can

deteriorate the relationship and team morale.

Tip #1: Don’t Skip ‘Em

Request updates on action items before the meeting.

This way the meeting can be spent on resolving issues, instead of getting up to speed.

Tip #2: Come Prepared

When employees set the agenda they will reflect on their progress, their challenges,and how they’re feeling. As a result, they will come more prepared to the meeting.

Tip #3: Let The Employee Set The Agenda

Be direct and ask ahead of time, “How are you feeling?”

Some employees will open up and share, but others may be more reluctant. Gently probing questions will help you

get to the heart of the matter.

Tip #4: Listen, Then Speak

Questions To Ask

“What challenges are you facing?"

“Is there anything you need from me?”

“How are you feeling about your workload?"

“Anything in your work that’s less than stellar/causing frustration or delays?

Bonus Download: Get 70 employee questions in a PDF!15five.com/blog/employee-feedback-questions-ebook/

A one-on-one meeting is not a status update meeting.

It’s a discussion to make sure the employee is happy, productive, and to uncover personal and professional

challenges.

Tip #5: It’s Not a Status Update

A regular cadence ensures that youalways have the pulse of your team.

This will create open and regular communication, which builds trust between the you and your employees.

Tip #6: Schedule It Weekly or Bi-weekly

Set the container for each meeting so that people can show up with their best thinking. That way, what you discuss will lead

to high performance.

Tip #7: Create The Space

Tip #7: Create The Space

“Be aware of, and responsible for, your impact. Hold [the employee] as magnificent. Intend for them to shine. And they will step into that.”- Anese Cavanaugh, Author of Contagious Culture

Occasionally, get outside and do your one-on-ones while walking.

Tip #8: Go For A Walk

Walking improves your mood and ability to

handle stress at work.

It also makes it easier to discuss tough topics.

Take notes about the discussion points and action plan.

Refer to your notes from the previous meeting before the next one-on-one.

If there is action to be taken after the meeting, do it immediately or list out a clear path.

Tip #9: Wrap-Up & Document

All one-on-ones are different, and you should do what works best for you and your employee.

A manageable one-on-one is 30 minutes each week, or 45 minutes bi-weekly.

Tip #10: Manage The Time

A 45-minute meeting structure to follow is:

Tip #10: Manage The Time

• 15minutes:Topicsfromyouremployee’sagenda• 15minutes:Providefeedbackanddiscusssolutions• 10minutes:Discussprogresstowardsgoals andlong-termconcerns• 5minutes:Wrapupandnextsteps

The Great eBook of Employee Questions

Questionsyouneedtobeaskingyouremployees.Usedbythoughtleaders,entrepreneurs,and15Fivecustomerstocreatesuccesswiththeirteams.

70Free Download at:15five.com/blog/employee-feedback-questions-ebook/