Trust is one of the most important values, in business, and life. Manage your way to trusting your employees (and gaining their trust too) through one-on-one meetings.
The purpose of the 1:1 is not to be a review; schedule that for another time. Rather, this meeting should be focused on the employee’s challenges, observations, and opportunities.
Frame the meeting
Framing the meeting is especially important for new employees. One-to-one meetings with managers automatically have a negative connotation. To combat this, make sure it is known the agenda of the meeting will be run by them, not you. The longer the meetings happen the less this will be an issue.
Provide your full attention
How often do you have the undivided attention of someone you respect? Be sure to provide this rare opportunity during your scheduled one-on-one. This means turn your phone off, close the door, or find an off site location. Also make sure to compensate them for this meeting, even if it means showing up early or staying late. Their time is just as valuable as yours.
Listen to manage effectively
We all know how to listen. Be prepared for pauses during this meeting, especially if your employee is introverted. They may just need time to gather their thoughts. If the pause is too long, ask an open ended question to keep the meeting focused on the employee.
Follow through
If these meetings require follow up, make sure you get back to them. Nobody likes feeling like a pest (especially to their boss).
Manage through empowerment
Finally, let employees solve problems on their own. People learn by doing, so when your employees come to you with problems or questions, provide guidance and let them take the reins from there.
Inspiration for this post came from “One Person at a Time,” by Gwen Bortner published in the February 2021 issue of American Quilt Retailer. Stay tuned next week for five more tips on how to effectively manage one-on-one meetings.
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