Feedback is crucial for teams to be able to thrive. However many of us will find ourselves avoiding taking the time to commit to regular check-in sessions with team members, even though as managers we know the benefits this would bring.
The best leaders have one-to-ones with their team members every week, whether over lunch, whilst taking a walk or even travelling to a meeting. One-on-ones don’t need to be formal but they should be clear to those involved, so that you can make productive use of your time.
However regularly you communicate with your team members, taking the time to sit down together and go a bit deeper with a dedicated one on one is worth doing. Whether it is once a month, quarterly or even just 6 monthly, it can be a really valuable thing to do. To make the most of your one to ones, follow our dos and don’ts.
Show your interest in the career goals of your team member, beyond their current role.
Provide a welcoming space for any complaints or issues.
Be receptive to feedback about yourself too; a one to one is an opportunity to hold one another to account.
Create an action list to follow up on after the meeting.
Postpone one to ones or deprioritise them. This sends a negative message to your staff.
Clock-watch- allow as much time as is required depth of conversation.
Hold one-to-ones back to back in the same room on the same day- dedicate the proper time to get the most out of each session.
Spend the whole meeting talking- while feedback is helpful, you also need to listen.