Feedback and the ability to discuss current working needs is crucial for the development of staff. However, many of us in a managerial position often find ourselves avoiding taking the time to commit to regular check-in sessions with team members despite knowing the benefits it can bring.
Some of the best leaders have one-to-ones with their team members every week or every month at a minimum, whether that be 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 for increased productivity.
Whether you do meetings once a month, or once a year, taking the time to sit down together and go a bit deeper with a dedicated one on one is worth doing. We’ve highlighted some dos and don’ts to help you make the most of these meetings.
The dos and don’ts of one on one meetings
- Show your interest in the career goals of your employee, beyond their current role.
- Provide a welcoming space for them to raise complaints or discuss problems
- Be receptive to feedback about yourself too.
- Create an action list to follow up on after the meeting.
- Ensure feedback is constructive and balanced
- Postpone them – this can send a negative message to staff and come across as a lack of interest.
- Clock-watch – set aside a rough block of time, but allow as much time as is required for a more in-depth conversation.
- Be too repetitive – try to have one to ones at different times of the week/month/year and change where you are having the meetings.
- Spend the whole meeting talking – while feedback is helpful, you also need to listen.