Internal communication determines the success or failure of the company. Learn to use the largest manager of communication tools, namely one meetings.
Niubi relationship between managers and employees is the cornerstone of organizational culture. One meetings is the way to establish these relationships.
Studies have shown that employees and managers meet regularly to feel the possibility of participation in the work to be three times higher. Still, most managers still do not regularly meet with individual employees. As a result, excellent staff resignation, the customer experience decline in business losses.
One meetings by providing a confidence-building, problem solving, sharing feedback and support to help employees feel simple way to solve these problems. Adobe believes one meetings can help reduce 30 percent of voluntary redundancy, while GE will improve its productivity thanks to five-fold.
One meetings possible to completely change your organization. However, if there is no good framework and mode of thinking, they may become your calendar is the most terrible, the most embarrassing meeting. This article will show you the real benefits of one to one meetings and how to perform these meetings correctly, it will help you.
What is one to one meeting?
One meetings is specifically recurring appointments for personal dialogue between managers and employees. And business meetings (project updates, plan meetings, etc.) different, one to one meeting about the support and development of staff. Conference topics flexible, generally including guidance, mentoring, conflict resolution, clarifying expectations and even personal matters.
I am in favor of convening last 30 minutes of the meeting, which is scheduled to be held weekly at the same time and place. 15 minutes before the agenda for employees after 15 minutes for the manager's agenda. If the dialogue taking longer than expected, so that you have an emergency or shorten its duration, you can get from the manager rather than the time from employees. The conference is on building confidence and support staff, so they must be a priority.
Met several times before, your employees may not have much to say. It is assumed that both of you are unfamiliar, they may not know they should be more open. Do not take it seriously. When you have to show good will and sincere desire to get to know them, they will open their hearts.
One of the benefits of meeting
It is widely believed that a good one meetings can improve employee engagement, retention and performance. However, such a simple discussion of how it can be so powerful?
One meetings alignment target
For managers, the benefits of one to one meeting can hear employees' work and the next week's work. This enables managers to provide feedback and to ensure that the behavior of employees in line with larger goals of the organization.
For employees, they can get clear expectations, which makes it easier for them to know whether they do it well. This sounds like a breeze, but 9/10 of managers to avoid for fear of poor staff responses given negative feedback, therefore, less than 50% of employees know if they are doing well.
Think about repeating mistakes employee productivity loss (because you did not give them feedback) caused. Or even worse, when they spend too much time on simple tasks, because they are afraid of making mistakes. One to one meeting can solve this problem.
establish trust
Some managers advocated completely separate work and home life. They prefer interpersonal barriers, and hope everyone can keep their private life. These managers strive to build loyalty, and often lose the best employees.
The basis of high-performance team is trust, people do not trust someone they do not know. This is true among colleagues, is also true among employees and managers.
One meetings so that managers and employees know each other and establish a connection. This will evolve into mutual respect and understanding, which will bring benefits. For example, when employees feel like members of the same team, they are more likely to sacrifice (for example, on weekdays on vacation or stay up late to complete the project). They care more about people than the company, you need to give them a reason to care about you.
When you maintain close contact with the staff, you can determine any changes in their lives in imminent and proactively respond. For example, a trust in your staff may tell you whether they are considering returning to school and moved out of town or looking for a new job. This gives you time to plan their departure and all the way to support them. Interestingly, when I wanted to change jobs, I would urge the new employer to give me a month's time to help my manager transition. However, if we have not established contact, I could inform us two weeks in advance.
Improved job satisfaction and employee engagement
Today's employees are educated, they have a variety of options, including self-employment and work. As a result, a stable job and a competitive salary is insufficient to meet the requirements of employees, should not be so. Today's managers need to create incentives and inspiring working environment.
One meetings enable managers to find staff's personal and professional goals, and find ways to link up with the current work. For example, you may find that Jane wanted promotion, but requires project management experience. You can let Jane have time to pursue her goal of project support, as well as organizations to provide support to solve the problem.
One meetings also shows how the broader mission of their work to support the organization's staff. Know how to contribute to the greater cause employees usually happier and more satisfied with their work. You may have heard the janitor, when President John F. Kennedy when asked what he did at NASA, he proudly declared that he was "helping a man on the moon." As a manager, no matter what kind of work the staff, you'll want to closely linked with the task. The conference is to create a one-way connection.
Help retain talented employees
When employees feel valued, supported and linked to work, they are more likely to leave your side. This is valuable for any organization because it can enhance team cohesion, enhance culture, improve morale and avoid the cost of hiring and on-boarding new employees.
You can never avoid the flow of retirees and promotion brings, but well, when this happens, you should celebrate! Because you do not want employees do not want to work for you and leave. One to one meeting so that managers can identify and solve it long before the emergence of discontent.
How effective one meetings held
If done correctly, one on one meetings can help managers to change the culture of the organization. If done well, they will waste time and to increase your trust issues. You can follow these steps to obtain the benefits of the former and avoid the latter:
1. one meetings lined up, line up the priority, never canceled
For managers, this is you build trust, support and time to prove your investment in staff. For your employees, this may be their only real opportunity to discuss the work and share ideas with you.
The best your regularly scheduled meeting one on one, preferably once a week, and do our best to comply with the schedule of meetings. Crisis will make the occasional out of your normal program, which is good. In these cases, please do not cancel, you only need to reschedule the week can be.
If you need to reschedule, please do not change in Outlook to send a meeting in the absence of context. Go talk to employees to let them know what happened. This means that respect, and you did not just lower their priority. In this caution, not to simply lower their priority. Few things are more important than people. If you find that to be rescheduled one meeting a week, it would be a "you" problem - may be related to the priority communication or boundaries. fix it.
2. Make a personalized Meeting
Your employees are a unique individual, to establish contact with them, you need to maintain flexibility. Different employees will want to talk about different things; you will hear about the work, information personal life, goals, sports and all kinds of things. Grateful for all of this, because the information provided to you each expressed confidence. Listen carefully, ask questions, take notes at the right time, not to betray the trust. Happens one on one meetings will remain in one session (unless of course in violation of the code of conduct).
3. Choose a quiet and comfortable space
There is a link between meeting space and call quality. If you meet at the office, and that is your space, this is a good show, no matter how beautiful decorated, are scary. You'd better public meeting room, cafe or walking.
Your office for business meetings, but for one meetings, please let employees choose their own space. Encourage them to choose what they like, not what they think will appease your thing. The only consideration you should do is, you will not receive the attention of other employees, and you have a certain degree of privacy to other passers-by.
4. Elimination of interference
This is a sacred moment between you and your employees. This means that you need to prevent disturb other staff, the cell phones and laptops on the side, and then listen. Handled distractions might one success of the meeting.
I have a manager, he often paused one meetings to answer our IM messages and phone calls. This indicates a priority target I am not one to one meetings. Worse, they do not even respect my time to the end of the meeting, so I can go back to work. So, I always share as little as possible, so that we can end and leave.
On the other hand, my managers provide good support, advice and feedback, and I'm really looking forward to our one on one meeting. I am one of those meetings to make it possible to build their skills and develop their careers. As a result, I have ever harder than on the organization of loyalty, I am very happy to work for them again.
Do the latter, not the former.
5. Shut up listen
One meetings is your support staff needs time to grow and exclusive occupation. This is your time to help them solve any problems encountered, and to reassure them that they are on the right track. To do this, you need to listen to their views. Sometimes they share publicly, sometimes need to prompt. For example, "how you feel .." "Tell me more about .." and "What can I do to help .." type of problems.
Often chipped share your wisdom is very natural. A good rule of thumb is to say more than double than listen to you. If you need help improve your listening skills, read Dale Carnegie's "How to Win Friends and Influence People," a book.
6. accountability
In the part of the conference, so that your employees set their commitment between now and the first one on one meeting to the next can be done. You will need to support their development and commitment associated with a particular job. You may also make a commitment to them, so they will all be recorded in a notebook.
After the meeting, type your summary of the discussion, and then send it to the employees. This ensures that both of you will not forget the commitments made and to create a kind of "paper track" for reference.
7. Ask for feedback about yourself
When you speak of this, ask what could be better support, manage and communicate with them. Are you looking for a specific emphasis on operational feedback, instead of complaining. If this is not something you can control, it would be useless.
You want your employees to be able to have reservations, and would be embarrassed to do it early. You need to build trust, then they will feel in their presence criticize their boss very comfortable, it takes time, so do not be too impulsive.
One meetings Theme
Your time is relatively short, so do not expect a dozen topics. Select 3 or 4 but in advance. Consider your relationship status and its relationship with the organization. For example, do not ask new employees feedback on your management skills, and do not ask the outgoing staff how to help them develop careers.
I want to decide ahead of time to ask the question, then at least a few hours in advance to inform employees, so they have time to prepare. For example, I usually send this e-mail:
"Hey, Jane,
In today's one on one meeting, I would like to review your goals, and to hear your progress on project x (please send me the draft before 12 pm, so I look ahead).
You asked me last week about those things, I have provided you with the latest information, how else should I do to prepare it?
- Chris. "
Over time, these meetings will become natural and harmonious. However, at an early stage, you may need to promote dialogue. The following list provides some good discussion tips:
- What is your next goal of the week? How can I do to support your goals?
- In the past month, you're happy with what? What are you most happy?
- You want to spend more / less time to do what? How do you make this work have any ideas?
- In the past week, what are you most proud of that? You will do something different?
- You want to do better in terms of what?
- What are the obstacles you encounter?
- You still need me? You can reduce what use?
- You have any feedback on my way to communicate it? How can I better communicate with you?
- If you were me, what would you do?
Introduce one meetings
Employees generally are skeptical of the change process, so you need to communicate their intentions and motives. For example, if one of the conference suddenly appeared in their calendar, and you've never done before, they may think themselves in trouble. You can resolve this problem by too clear in the introduction. When I was meeting one on one with a new team, I'll start with one meetings on a regular team meetings: one on one meeting I told the team what, why do one on one meeting, what form will be used emphasize my commitment to them, and to clarify everyone will have them - not prefer no exception. After the meeting, I will continue to send e-mail as follows:
"Hi,
At today's meeting, I introduced the concept of one to one meeting, we plan to begin next week. If you have any questions about these unresolved issues, please feel free to ask questions, we can discuss in advance.
Also, please tell me your preferred date / time / place. Meeting may be the office, take a walk, coffee shop, or even any place, as long as within 5 minutes, I'm happy. If you later find that your choice inappropriate, you can change your selection at any time, so no need to worry. Please send information to me, so I can arrange them in our calendar.
Thank you for accepting this new process, I can not wait to start!
Regards, Chris. "
Final thoughts
Although you do so many efforts, some employees still have them feel strange for a while. do not be discouraged. People have their own personality and experience, so they will make these meetings different interpretations. You can do is consistent demonstration of good will, and trustworthy behavior, they will appear.
Based on my experience as an employee, a good one meetings are the main driving force of my career; I do not have a good one in the conference work, they are the main reason for me to leave. As a manager, one to one meetings to help me solve the problem of retention and performance, to train employees to managers, makes work interesting.
thanks for reading. I'd love to hear your thoughts: How to Experience 1 on 1? There are significant achievements it? There are major mistakes it?