Three Tips for Better One-On-One Meetings
One-on-one meetings between supervisors and employees are an important part of managing well. Having a regular, set meeting for 30-60 minutes helps ensure ongoing and effective communication, development, and even accountability. It’s a chance to discuss specific issues, provide feedback or coaching, check-in to learn about the employee’s morale, and touch base on both high and low priority issues. Below are a few tips to get the most from one-on-ones.
Set a standing meeting.Meeting at the same time every week establishes the meeting as a priority and allows better planning and preparation. Things will occasionally come up that require rescheduling the one-one-one, but better to move an existing one-on-one than to try to fit to fit it in during a spare moment.
Let the employee contribute to the agenda.Yes, there are things the supervisor will want to discuss, but a good one-on-one isn’t solely about delegation. It’s a chance for employees to ask questions, raise concerns, explore ideas, or get clarification so they can accomplish their work. This makes the meeting an opportunity for the supervisor to better understand some of the problems, challenges, or issues most pressing to the employee.
Make sure the meeting is private and focused.One of the great benefits of one-on-ones is that it is an opportunity to have undistracted discussion about important topics.