“Could I speak to you a minute?” Depending on where you work, a boss asking you this is either the scariest question in the world or just a conversation opener.
One-on-one meetings with a manager may not seem like something that will help an individual, but it does have the ability to improve the confidence in leadership.
To put it bluntly, a lot of companies make it seem as if their management has it right all the time. The majority of the time, a lot of problems can be fixed by talking to employees and sorting things out.
Which is droll for the mere fact that people are caught up with different communication tools and technologies, yet, the best way to interact with someone else is just simply talking to them in person.
One-on-one meetings between managers and employees can work wonders. Here are some of the benefits and how it can help boost the performance of your employees in the long run.
How To Conduct A Good One-On-One Meeting
Though it can be altered to your liking, here are just some of the basics when it comes to organizing and setting up these kinds of meetings
If you’re a manager that wants to find out what’s going on in your office, schedule time out of the month to talk to your employees.
It may be trickier for larger companies, but realistically one person shouldn’t have to overlook a department over 20-30 workers.
Keep it generic and simple, and make sure it doesn’t take too much time per individual. Sit in a room for 10-15 minutes and ask employees to be honest.
Ask these kinds of questions:
- What can be improved here?
- What type of challenges do you see in the future?
- Are you feeling overwhelmed and do you need some time?
- What can be holding the team back from going even further?
If you hear redundant answers or a common theme to the questions you’re asking, you know that there’s a problem, and you can develop an action plan around it.
If you want to ask an open-ended question or gather feedback from your employees all at once, try running a quick poll and see how they feel.
This can be applied to a high-level manager or executive as well. Look at the results and see what can be fixed throughout the whole company and see what the morale in the office is like.
After all is said and done, take action with the information that is given. Make sure every decision made is methodical and will benefit all members of your office.
Now here’s how all these things lead to better work life, and can improve employee (and manager) performance:
Creates Transparency Of What’s Going On
Sadly there are still a lot of smoke and mirrors in the modern-day workplace.
Poor leaders will do their best to make sure to keep their mouths closed and not address the staff if there are any problems within the workplace.
Attitude will always reflect leadership, so if an employee disgruntled and have an issue with what’s going on in the workplace, they’re not to blame.
Leadership must make things right with individuals and the group. Progressive companies are looking for the best ways to make their staff happy.
Any leading HR expert will agree that having happy employees is the core of a successful company, and happiness will be what more companies will focus on in the near future to create a better business.
In having one-on-ones, the employee is not only giving and receiving feedback from their manager, but they’re establishing a rapport with them. Allowing them to further discuss what is going on within the organization and how to fix it.
Having that kind of relationship with a superior will allow an employee to feel like they are working alongside someone that they trust, instead of work for someone that writes their checks.
Makes Employees Comfortable (If Done Right*)
Losing someone’s trust is extremely easy. You can be honest with a person 99 out of 100 times and get caught lying that one time and have a person lose all trust in you.
This is for both parties of the manager and employee one-on-one meeting.
Be completely honest with the person in front of you and don’t make stuff up for the heck of it, nor bring back problems that may have affected the office in the past.
These meetings are meant to improve the workplace, not badmouth or make up lies, ESPECIALLY if it’s about other colleagues.
Employees, don’t linger on older problems that are being fixed or worked on. Start talking about progress and solutions, how you and the company can get better.
Remember, a manager is supposed to be all ears during this meeting, and if you’re giving bad feedback, you can be hurting more than helping.
Managers, don’t use this time to try and bring back old problems. Instead, view it as a time to help an employee be a better worker and individual, overall.
The best way to get great performance out of an employee (or anyone in any situation) is to be honest with them.
Though it may not be in any HR books, guides, or studies; everyone knows that the honesty is the best policy!
Keep a good loose environment by simply being honest and make sure that it’s reciprocated. The bad apples will always come out, and not every office or department will be perfect.
Just make sure that whatever happens, treat your employees right and make sure to listen to what they have to say. It’s a lot better than just telling them what to do all the time.
Would You Do A One On One Meeting With Your Manager?
Have you ever had a one on one meeting with a manager before? Just to discuss how things are going within the company and in your department? Are you still intimidated by him/her?
If this concept is scary, let us know on Twitter @Officevibe. We love hearing (and responding) to your comments.