Thursday. It’s 12:20. The reminder is beeping, but I already know that I have an important meeting in 10 minutes.
I pour myself some jasmine tea, sit down at my laptop, and gather my thoughts. 12:28 p.m. is the perfect time to open my calendar and go to Google Meet. I connect and say, “Hi, Yulia. How is your daughter? Has she recovered?”
All personal meetings with my team members, or one-to-ones, begin in a similar way.
Their main difference from regular work calls is the goal. If at other meetings we discuss current tasks, then at one-to-ones we try not to do this. This is the time to just talk. The team leader can find out what the employee is up to, what he thinks country email list about, what he wants. Team members can ask questions, discuss problems, get feedback.
If you’re lacking connection with your employees or want more cohesion, try implementing one-to-one meetings. Their value isn’t always immediately apparent, but in the long run, such meetings help strengthen the relationship between the team leader and their team, which is especially useful when you’re all working remotely.
What else are the benefits of van-tu-vans:
Suitable for discussing the employee’s work in general, his development. Including one-to-ones are good for giving and receiving feedback . To understand whether the person is satisfied with the tasks he is solving, whether he wants to turbo: hostgator’s new web hosting plan change something, in what direction he is thinking of developing and what is required for this. If possible, you can even make a plan for the employee’s development, for example, for six months. And then monitor its implementation.
At one-to-one meetings, you can resolve pressing work issues. It’s bad if a one-to-one meeting turns into a regular briefing. If you have a lot of issues “to discuss,” it’s better to schedule a separate meeting. But at a one-to-one meeting, you can talk about something critical. For example, a recurring mistake or problem at work. It’s better to refrain from criticism. It’s more useful to get to the bottom of the reasons together with the employee and throw out some possible solutions.
And this is also the best time to remind the team:
you are there and always ready to support your colleagues. One-to-one is the best meeting to let a person speak out if something is bothering or annoying them. Think about how you can help them in this situation, or at least just listen carefully.
Many recommend holding one-to-ones once betting data a week. Perhaps for some teams this is reasonable. But among ourselves we decided that it is enough for us to call each other once a month.
Therefore, even when there is a catastrophic lack of time, it is quite possible to devote a few hours to a meeting with employees (we are talking only about direct subordinates). For me, the benefits definitely outweigh the costs.