Mastering the art of one-on-one meetings can transform your professional relationships and productivity. Discover the secrets to conducting these sessions effectively, fostering open communication, and unlocking the potential of your team.
One on one meetings
These are conversations that last no longer than 10 to 30 minutes where the team leader and team member discuss what is going well and what needs to change.
- A recommended agenda is 10 minutes for the direct report from the employee, 10 for the manager’s remarks and messages, and 10 for a meeting between the employee and manager to draw a way forward.
How to evaluate your one on one meetings
Your employee could bring to each meeting two copies of an update using the agenda outline you provide – one for you, one for them
- Use your copy to record notes, observations, next steps, etc.
- Make notes about the discussion points and the action plan
Summary
One-on-one meetings are a great tool for managers and employees
Examples of one on one meetings
Coaching meetings solely focused on coaching
- Personal growth meetings focused on growth in the individual
- Meetings focused on advising in which specific operational challenges are discussed by the employee and the manager
- Meeting focused on recognition in which the individual’s top strengths are highlighted
How to get the most out of one on ones
One-on-one meetings should be scheduled every two weeks
- The employee should be in charge of preparing the specific content/agenda for each meeting
- Track their goal development
- Provide positive and/or negative feedback
- Coach the employee to help develop any skills that would contribute to their success
- Discuss any other work-related or even personal problems they may have
- Share both informal and formal information circulation in the team
