Holding regular one-on-one meetings with your employees is a major component of employee alignment, coaching, and good management. Not only are they a great way to build individual relationships with your employees, but there is often information that’s not appropriate to cover in a group setting. Handled correctly, these meetings offer abundant benefits for you, your staff, and your entire company. Here’s a quick look at how you can optimize the benefits of your individual meetings with employees:
How you benefit from 1:1 meetings with your direct reports
Meeting with your individual employee allows you to see beyond their output, giving you insight into their essential wellbeing. You will know ahead of time if the person is anticipating difficulties accomplishing their work, and you’re also likely to learn about any conflicts occurring between employees. Effective management depends on your awareness of what underlies high productivity, as well as the nature of existing and future obstacles. Furthermore, you will become a better manager as you absorb and learn from your employees’ feedback.
How your employees benefit from 1:1 meetings with you
Your direct reports rely on you to help them clear any work-related roadblocks they are experiencing. When you provide employee coaching and constructive feedback, you’re showing that you value each individual worker, enhancing your relationship and enabling them to work at their highest capability.
How your company benefits from your 1:1 meetings
Employee wellbeing has a direct effect on productivity. When you take the time to have regular one-on-one meetings, you are creating an environment in which personnel problems are solved before they become acute. Your organization saves money when employee turnover is reduced, and employee loyalty is strengthened when workers understand how their tasks align with the mission and goals of the company as a whole.
5 best-practice tips for one-on-one meetings
Follow these 5 tips to maximize the benefit of your one-on-one meetings:
- Hold them in a private, non-distracting environment.
- Don’t use the meeting time to deal with disciplinary issues.
- Prepare your agenda and share it ahead of time with your employee.
- Ask open questions and encourage your employee to initiate new topics.
- Send a short set of “minutes” to the employee afterward to strengthen and formalize the points you discussed.
When handled correctly, individual meetings enable you and your employees to effectively navigate the sometimes complex web of managerial relationships.