Designing One-on-One Employee Meetings to Increase Engagement

One-on-One Employee Meetings

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:

  • Disorganized – too many one-on-one employee meetings have unclear goals, agendas and next steps
  • Rushed – too many one-on-one employee meetings are skipped or short-changed by the urgent priority of the day
  • Tactical – too many one-on-one employee meetings focus on urgent activities and issues versus strategies, relationships, processes and growth.
  • Unilateral – too many leaders control decision making, veto solutions that diverge from their preferences and limit their direct report’s discretion in one-on-one employee meetings.
  • Unaccountable – for one-on-one employee meetings to change behavior, performance and engagement, each meeting should be should be a positive, transparent and customized investment in the employee’s growth and chances for success.

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.

  • 85.7% of highly engaged organizations conduct regular manager-employee one-on-one meetings.
  • Highly engaged employees even rate one-on-one meetings as their #1 communication strategy, ranking above all-company meetings and emails from leadership.
  • 85% of hostile employees say they don’t receive frequent enough feedback and coaching from their manager.

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.

  • What long-term goals have we agreed to?
  • How have things gone since we last spoke?
  • What are our plans until next time?

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.

  • What’s standing in your way?
  • What have I noticed getting in your way?
  • What can I do to help? What can you do?

OPPORTUNITIES: Where Do You Want to Go from Here?
Discuss employee opportunities for recognition of work, personal and professional growth, and increased job satisfaction.

  • What are you proud of that people don’t know about?
  • Do you feel you’re growing toward where you want to be?
  • What could we do to make this your dream job?

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.

  • What actions will you take before next time?
  • What actions will I take before next time?
  • What other big decisions did we make?

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

Comments are closed.

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

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.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More