One-on-One Employee Meetings Can Increase Employee Engagement
One-on-one employee meetings with direct reports can be a powerful tool to increase employee engagement and productivity.
What is Wrong with One-on-One Employee Meetings
Unfortunately, most employees and managers feel one-on-one employee meetings are often:
Why One-on-One Employee Meetings Matter
Most leaders know it is wise to hold regular check-ins with their employees, but how can you ensure the meetings are productive and collaborative enough that they are worth the time and effort it takes to get them right?
One-on-One’s Should Improve Employee Engagement
When it comes to increasing employee engagement, managers have a lot of influence.
One-on-One’s Should Improve Accountability
High performing organizations consistently clarify, monitor, expose and reward performance. Every employee should have clear success metrics that are perceived as relevant, meaningful, fair, consistent, accurate, trusted, timely, transparent and just possible. A long but important list to get performance measures right.
How To Design One-on-One Employee Meetings that Work
So how do managers leverage their interactions to keep employees engaged? How can they create an environment of open feedback and show they care? How do they make sure effective, ongoing employee coaching doesn’t slip through the cracks and lead to disengagement or a lack of accountability?
We recommend you hold a manager-employee meeting monthly or quarterly — if managers can’t meet with each team member at least four times a year, the team might be too big. In each meeting, managers and employees discuss goals, obstacles, opportunities, and decisions (GOOD). Here’s the breakdown:
GOALS: What Do You Want to Achieve?
Discuss the status of goals since your last one-on-one meeting, analyze the progress made on current goals, and plan for new and upcoming goals.
OBSTACLES: What’s Standing In The Way of Your Success?
Talk through the obstacles that are standing in the way of goal completion and overall employee success. This can be anything from lack of resources to conflict with a coworker to unproductive work environment.
OPPORTUNITIES: Where Do You Want to Go from Here?
Discuss employee opportunities for recognition of work, personal and professional growth, and increased job satisfaction.
DECISIONS: What Will be Done Before Our Next One-on-one Meeting?
Make decisions on what will be accomplished before your next meeting. Decide who will tackle which tasks and recap any new or updated goals.
The Bottom Line
Effective one-on-one employee meetings include feedback that is always specific, frequent, outcome-focused, positive, and sometimes conversational. Make sure your one-on-one meetings are GOOD.
To learn more about increasing employee engagement, download The Top 10 Ways to Boost Employee Engagement
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.