We’ve Just Launched a Free One on Ones Mini-Course Which Includes a 121 download and 121 meeting agenda: 3 Steps 2 Easy 1 on 1's

Some Managers Don’t Believe in one on ones

Let’s face it, managing staff sounds glamorous, but the reality is that it can be a real pain in the butt. Chasing up deadlines and dealing with disputes isn't fun for anyone. Being a boss is a hard job. And we just getting started: When your employees become disengaged or leave this creates a ton of extra work and stress for bosses. When are you meant to find the time to do your own work?

The single easiest management tool is regular and effective one on one meetings with your employees. Do one on ones right and you can take care of almost all your management responsibilities in one go. But it's more than that - effective One on Ones are a preventative for the two biggest management problems of 1. Employee disengagement and 2. Employee turnover. It almost seems too simple to be true – which could be the reason some managers don’t believe in them. 

Maybe it’s Because One-on-Ones Sound So “Unsexy”

Understandably, employee one on one meetings sound “unsexy” and uninteresting. I know a lot of bosses won’t do a one-on-one unless they have a specific reason. But you always have a good reason for a One-on-One and that's because if you don't do them, I can guarantee that there's a management problem in your future.

Management is About Routine Behaviors

There are certain things in life that aren’t just good for now – they’re vital for tomorrow. Like brushing your teeth. We only start because our parents give it to us as a chore. But as we grow up we realize just how important this habit is because:

  • If we neglect brushing problems we end up with horrible dental problems and,
  • When we do it wrong we end up causing damage to our teeth and gums.

I love the minty fresh mouth I get just after brushing. But it's the regular habit that keeps my teeth and gums from degenerating into something disgusting.

And it works a lot better with the right technique and the right toothbrush.

Managing employees is also about routine behaviors. Regular and effective one on one meetings are where it all comes together. One on ones sound unsexy so many managers see them more as a chore. But when you get into the habit of a regular one on one meeting practice then you will keep business moving forward. And just as importantly you will avoid rot developing in your team that leads to unhappy, unproductive employees and a high employee turnover. And don't forget the importance of technique.

one on ones Are The Engine Room of Effective Managers

Great bosses know that there are fundamental people management skills that they just don’t teach you in business school. Such as active listening, inspiring performance communications, task delegation, employee development, etc. etc. What I love about one-on-ones is that it’s like a shortcut where you get everything in one. Every time you do a One-on-One meeting right, the immediate improvement in performance is like the satisfaction you get from a minty fresh brushed mouth. 

In my experience the regular practice of one-on-ones accomplishes even more. For example: with regular one-on-ones you’re building functioning relationships. Over time, you and your employee are getting to know each other better. You get to know what they are good at, where their weaknesses are. How to work with each each other better. You build up trust and dependability. Regular One on Ones keep communication open, even when relationships get strained. These are major factors that keep your employees engaged. Better relationships builds the loyalty that stops your employees from replacing you as their boss by resigning.

It’s tough to quantify the benefits, but anything that results in better people performance and retains your talent is a worthwhile investment.

Tip: The other half of a successful one on one meeting is your employees. A tried and tested one on one meeting invitation will make sure that you get your employee's buy in. You can get a one on one meeting request email sample here.

Use the Right Tools and Technique

Going back to the analogy of brushing your teeth. You need to stick to the right technique and use the right toothbrush. Bad brushing causes problems. The same goes for one-on-ones. If bosses aren't getting results from One-on-Ones then they are doing them wrong.

Plaque and rotting gums are obvious signs of bad oral hygiene. There's a clear cause and effect. In management, the problems arising from bad one-on-ones aren't so easy to see. But they are no less problematic for example miscommunications, disengagement and employee turnover are just some of the issues that can be prevented with one-on-ones.

Wrapping up - One-on-ones are your management hygiene

Like all management, there is a vast difference between doing something and doing it well. Doing one-on-one meetings is better than not doing them, but the best way to do one-on-ones is to stick with a proven formula.

That's why I made a mini-course on one-on-ones (including a 121 download with 121 meeting agenda) which will show you 3 Steps 2 Easy 1 on 1's. What I expect you'll find is that you already know some of the content on some type of level but maybe you're not putting it into practice. This will help. As I say this is essential for new managers and helpful for experienced managers.

It's not just about Hygiene

There are few natural leaders so most bosses spend years learning by failure. Copying what successful bosses do is the best way to avoid years of mistakes. Successful bosses know how regular one-on-ones improve communications and employee performance. It sounds too simple and unglamorous to be true but the most effective management technique is to do regular, high-quality one-on-one meetings with your team.

P.S Don't forget to make sure your employees buy into the one on one process using a  good one on one meeting invitation. You can get a one on one meeting request email sample here.

3 Steps 2 Easy 1 on 1's: Free Mini-Course plus one on one download and one on one meeting agenda


Comments:

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