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The One on One Meeting Agenda
- 2. So one-on-ones are a part of your essential management practice.
- 3. One-on-ones are unsexy routine but it’s the routine of your management practice that produces results.
- 4. One-on-ones will change your life and put you on the path to management Nirvana
- 5. But of course the question is – what do you actually do in a one-on-one meeting?
- 6. Let’s quickly go over the agenda – there are 4 sections Agenda
- 7. 1. The employee’s agenda Agenda
- 8. 1. The employee’s agenda 2. The manager’s agenda Agenda
- 9. 1. The employee’s agenda 2. The manager’s agenda 3. Deliverables for the week aheadAgenda
- 10. 1. The employee’s agenda 2. The manager’s agenda 3. Deliverables for the week ahead 4. Growth Agenda
- 11. So that’s the structure, let’s dive into what actually happens in those sections…
- 13. Remember as the boss, you can get ahold of your employee at any time, but your employee doesn’t have the same rights even if you operate an open door policy
- 14. The one-on-one meeting is your employee’s time with you, not the other way around.
- 15. And to make it work for your employee you always start with them.
- 16. They choose what to talk about. This includes work and personal.
- 17. Because having time for a personal catch-up right at the beginning is what builds your knowledge and connection with the employee
- 18. It’s an investment that pays back.
- 19. But obviously it’s not just about chat – this is their time to give you status updates, keep you informed and ask you questions
- 20. A mistake that managers make is that they butt in. This makes the employee feel unheard and destroys your relationship
- 21. Your role is to listen and ask questions
- 22. That’s one reason why Active Listening is one of the Foundational Manager Skills
- 23. Self Leadership, Productivity, Wellness Management Foundations Manage Diverse Personalities Using DISC Employee Selection - Specify, Find, Filter, Hire - Performance Integration & Expectations Performance Relationships - Boss: Employee - Team - Your Boss Relationship Performance Communication - Inspiring Performance Communication - Active Listening - Values & Culture Inspiring Growth - Development - Delegation - Mentoring - Progression
- 24. The second part is your opportunity to communicate with your employee Agenda
- 25. This is where you can keep them in the loop about what is happening in the company, the team and with future plans etc.
- 26. And this is where you can do Performance Communication because it’s your job to guide them in the right direction and encourage them
- 28. Self Leadership, Productivity, Wellness Management Foundations Manage Diverse Personalities Using DISC Employee Selection - Specify, Find, Filter, Hire - Performance Integration & Expectations Performance Relationships - Boss: Employee - Team - Your Boss Relationship Performance Communication - Inspiring Performance Communication - Active Listening - Values & Culture Inspiring Growth - Development - Delegation - Mentoring - Progression
- 29. It’s simple: if someone is on the right path, keep them there and if someone is losing their way, guide them back
- 30. Performance communication has only got a bad name with bosses that don’t know how to do it properly
- 31. P.S Don’t forget the essential Dr Gottman ration of 5 times as much positive communication to negative communication
- 32. A quick special note about your one-on-one agenda…
- 33. Every relationship needs maintenance and it’s good to have a space to talk about pinch points and ways of working
- 34. The third section is future deliverables Agenda
- 35. A meeting without an agenda is a waste of time
- 36. Because without actions none of your good ideas will be turned into anything meaningful
- 37. And as a boss this is how you know what your employees will be working on.
- 38. And this is your chance to agree to priorities
- 39. I can share with you that your employees have very different priorities to you
- 40. And so without communication they concentrate on work that is unimportant to you while neglecting work that you desperately want.
- 41. The blindingly obvious way to get what you want it to ask for it.
- 42. But far too few bosses have mastered this simple art.
- 43. The last part is growth Agenda
- 44. Growth is essential to staying viable but did you also know that growth is a fantastic double-edged motivational tool?
- 45. That’s because growth improves employee productivity with better skills and capabilities
- 46. But growth also motivates employees because people want to learn and progress
- 47. Growth includes the larger macro view of the employee’s career progression and on a lower level it also includes improving the skills your employees use every day
- 48. Because successful bosses are constantly coaching their employees to get better at their jobs and learn new skills
- 49. The last component of growth is delegation…
- 50. Because delegation isn’t just a chance for you the boss to leverage the time, skills and abilities of your employees to get stuff done and reduce your workload…
- 51. Delegation is also a chance for your employees to develop
- 52. And successful bosses know how to delegate effectively to get better results than they could’ve done themselves
- 53. That’s why Employee Development & Delegation Are both Foundational Manager Skill
- 54. Self Leadership, Productivity, Wellness Management Foundations Manage Diverse Personalities Using DISC Employee Selection - Specify, Find, Filter, Hire - Performance Integration & Expectations Performance Relationships - Boss: Employee - Team - Your Boss Relationship Performance Communication - Inspiring Performance Communication - Active Listening - Values & Culture Inspiring Growth - Development - Delegation - Mentoring - Progression
- 55. Taking a quick look at the form you can see that there are sections to keep track of your employee’s personal situation…
- 57. Because these are essential parts of knowing your employees as a person
- 58. And if you’re anything like me you can forget some of this stuff
- 59. And there’s a section for what their DISC behavior model says about how to best manage them and communicate with them D I C S
- 60. Don’t worry if this sounds technical – it’s just a fancy name for what most of us would call a personality test
- 61. DISC is a system for figuring out how to manage all the different personalities on your team
- 62. Timing 30 Minutes… Now this sounds like a lot but you CAN get it done in 30 minutes
- 63. And you won’t be covering everything in detail every week
- 64. Remember that 30 minutes every week is better than 60 minutes every two weeks
- 65. Meeting every week is essential to keep forward momentum plus keeping communications channels open and efficient
- 66. Miss a meeting and you’ll find that you will spend just as much time, if not more, in interruptions and inefficient communications
- 68. All they do is that they have a routine practice where they take care of their responsibilities
- 69. ”Practice and all is coming” - Pattaji
- 70. And these responsibilities are the essential manager skills that are in the Manager Foundations
- 71. Self Leadership, Productivity, Wellness Management Foundations Manage Diverse Personalities Using DISC Employee Selection - Specify, Find, Filter, Hire - Performance Integration & Expectations Performance Relationships - Boss: Employee - Team - Your Boss Relationship Performance Communication - Inspiring Performance Communication - Active Listening - Values & Culture Inspiring Growth - Development - Delegation - Mentoring - Progression
- 72. The greatest thing about one-on-one meetings is that these are like little buckets that you can take care of all of your duties in one go.
- 73. So I’m sure you can see how a high quality one-on-one practice is going to…
- 74. • Save you time
- 75. • Save you time • Result in more productivity which means more money for you, the company and your team
- 76. But there is another important qualitative effect that’s difficult to put a price on and that is better work relationships and peace of mind
- 77. Like the MasterCard advert says - priceless
- 78. This module is part of a mini course on one-on-ones
- 79. Includes One on One Templates and Best Practices Would you like to have quick and easy One-on-One Meetings with your employees that get stuff done? Let the experts show you how: www.managerfoundation.com/3-steps-2-easy-1-on-1s
- 80. Apply to Join Now This Mini Course is Sponsored By: