Tag Archives: Team Development

one to one

Dos and Don’ts for good one to one meetings for your team

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

Do:

  • 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

Don’t:

  • 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.
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Up until now it has been assumed that an intelligent leader is a good leader. But new research into IQ and leadership suggests that being too intelligent in relation to your employees could have negative effects on how they perceive you.

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3 Reasons Why Good London Staff Could Quit In January

According to XpertHR, London has a voluntary resignation rate of approximately 11% per year. So with time to reflect over the Christmas period, it could be likely that some of your smartest colleagues return to your London office considering a switch of jobs.

Quitting
We explain the most common reasons those people may want a change and some ideas on how to keep hold of the talent:

1. The boss is the problem, not the job. The most common reason people look to move jobs is because they want a better boss. Good bosses end up keeping a hold of their best people, this is because they:

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