How to have an Effective One on One Performance Review
Why do some managers think having a one-hour meeting once a week is so hard?
In our experience, it's because most don't get why they're supposed to be done or how to make sure they're beneficial.
Without a sense of purpose, you run the risk of your One on Ones becoming unstructured and loose, or seeing them as a waste of precious time.
More often than not, One on Ones can become a one-way task delegation session... not the most engaging activity for your direct reports.While a worst case scenario can turn One on Ones into an emotional conflict or a chance to air complaints.
This guide looks how One on One meetings can be a powerful tool your employees can use to build powerhouse teams. One that continually instils a sense of importance and focus.
What are One on One meetings?
One on One meetings are held between a manager and a direct report. They are direct conversations that range between 10 to 20 minutes, discussing what's working well and what might require attention. It's an incredibly simple process, but it's one that provides a big bang for your buck, and hardly any of your time!
Why do One on One meetings?
One on Ones are a vital part of any manager or leader’s role and the performance management process.
It's important to note that they're not the same as presentations, strategy sessions or general chit chat. Theses meetings are regular, short, private time slots when a manager and team member get together and collaborate on exciting and important big picture tasks, such as an employee's KPIs or the manager's objectives that require their direct reports help with. The sessions should be constructive, friendly, helpful in removing bottlenecks to each other's performance and ensure problems get addressed before they become a problem.
How to do one-on-ones!
Download our guide below to get started!
