Effective one-on-one meetings with your team (ESSENTIAL GUIDE FOR MANAGERS)

Summary

In this video, Ref from Riser emphasizes the critical role of one-on-one meetings for managers, highlighting that only 27% feel confident in conducting them effectively. Despite their importance for building trust, providing feedback, and developing skills, many organizations fail to equip managers with the necessary tools. Ref offers practical tips for preparation, such as setting agendas and reviewing action items, and conducting the meetings with a focus on well-being checks, work progress, and personal career development. The video also provides power tips for enhancing these meetings and encourages managers to lead with empathy and active listening.

Takeaways

• 😀 **Importance of One-on-One Meetings**: One-on-one meetings are crucial for connecting with team members, aligning goals, and driving success.
• 📊 **Manager Confidence**: Only 27% of managers feel completely confident in conducting effective one-on-one meetings, according to an HBR study.
• 🤔 **Necessity of Meetings**: Despite skepticism, one-on-one meetings are necessary for building trust, providing feedback, addressing concerns, and developing skills.
• 📆 **Scheduling**: Schedule one-on-ones in advance using recurring invites, with 30 minutes weekly or an hour fortnightly being optimal for most.
• 📝 **Agenda and Preparation**: Prepare an agenda that includes a check-in, follow-up on actions, discussion on various items, and any new actions.
• 🔄 **Action Items Review**: Review action items from previous meetings to ensure promises are kept and to maintain trust.
• 🗣️ **Push and Pull Information**: During meetings, 'push' necessary information to team members and 'pull' any required feedback or insights from them.
• 👋 **Check-In Process**: Start meetings with a non-work related check-in to understand personal well-being and build a personal connection.
• 🔁 **Follow-Up on Actions**: After the initial check-in, follow up on existing actions to ensure they are addressed and deadlines are met.
• 📈 **Regular Discussion Items**: Discuss regular items such as work progress, issues, and roadblocks, and provide constructive feedback.

Q & A

What is the primary purpose of one-on-one meetings according to the speaker?

The primary purpose of one-on-one meetings is to connect and align with team members, drive success, build relationships, and ensure team members have the support they need to succeed.

Why does the speaker emphasize the importance of regular, quality one-on-one meetings?

The speaker emphasizes the importance of regular, quality one-on-one meetings because they are considered the lifeblood of leadership and an essential tool for building relationships, providing support, and ensuring team members' success.

What percentage of managers feel completely confident in conducting productive one-on-one meetings according to an HBR study mentioned in the script?

According to an HBR study mentioned in the script, only 27% of managers feel completely confident in their ability to conduct productive one-on-one meetings.

What is the 'push and pull' concept discussed in the script, and why is it important?

The 'push and pull' concept refers to the information that a manager needs to share with their team members (push) and the information they need to gather from them (pull). It is important because it ensures that both parties are informed and engaged, fostering effective communication and alignment.

How often should one-on-one meetings be scheduled, according to the speaker's recommendation?

The speaker recommends scheduling one-on-one meetings either 30 minutes weekly or an hour fortnightly, depending on the individual's needs and circumstances.

What is the significance of the initial check-in during one-on-one meetings?

The initial check-in during one-on-one meetings is significant because it allows for a personal connection, builds trust, and provides an opportunity to discuss any personal or work-related concerns that may affect the team member's performance.

Why is it crucial for managers to review action items from previous one-on-one meetings?

Reviewing action items from previous meetings is crucial because it ensures accountability, demonstrates commitment to promises made, and helps in maintaining trust and credibility with the team members.

What does the speaker suggest as a method to remember personal details about team members?

The speaker suggests making notes during the week about team members' personal details, achievements, and areas for feedback, which can be referred to during one-on-one meetings to remember and engage them on a deeper level.

How can managers ensure that one-on-one meetings are not just nice chats but productive discussions?

Managers can ensure productivity in one-on-one meetings by having a structured agenda, focusing on specific work-related topics, providing constructive feedback, and discussing personal career development and well-being.

What are the 'five power tips' provided by the speaker to enhance one-on-one meetings?

The 'five power tips' provided by the speaker are: 1) Allow team members to lead the discussion, 2) Keep the agenda simple and let them lead, 3) Provide genuine gratitude for good work, 4) Address problems head-on with constructive feedback, and 5) Practice active listening by asking open-ended questions and allowing time for responses.

Why is it beneficial for employees to lead their one-on-one meetings according to an HBR survey mentioned in the script?

According to an HBR survey mentioned in the script, employees who lead their one-on-one meetings report higher levels of job satisfaction and engagement, better communication, problem-solving, career development, and goal setting.