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You can only help your team members to reach their full potential and achieve their goals if you get to know them first. A good way to do this is to hold regular, structured one-on-ones.
You might think of one-on-ones as a chore, a waste of time, or even a downright awkward experience that you just have to get through.
But the truth is one-on-ones provide a great opportunity for you to coach your people, help them to progress, and connect with them.
Regular one-on-ones also improve the process of giving and receiving feedback. And they help to maintain a spirit of honesty and openness.
There are five key ingredients for running a successful one-on-one:
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First, the right venue. Find a place where you both feel comfortable. Make sure that it's private, and that you can stay for as long as you need.
Next, get the timing right. Commit to holding one-on-ones regularly, agree the details – and then stick to them!
This is even more important in a virtual or dispersed team, where people can often become directionless or feel lonely. By showing your people that these meetings are important to you, they will be more likely to take them seriously, too.
Also, have the right scope.
Ensure that you cover what you both need to in the meeting. Important points to talk about are current goals, feedback and development plans, and the person's health and wellbeing.
Allow time for people to raise any suggestions or issues that they have. And include wider discussions, too – about performance, progress, and how they feel about their role in the organization.
Reduce the "power gap" between you, by striking the right tone.
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One-on-ones are a mixture of a formal meeting and an informal chat. So, listen actively and take everything you discuss seriously. But also try to keep the atmosphere warm and upbeat.
Finally, agree the right outcomes. It's easy to cover a lot of ground during a one-on-one. So, it's important to record all the key points, and follow them up.
Before you finish, agree who needs to do what before your next meeting. And schedule some quick check-ins for the future.
To learn more about how to run a successful one-on-one, see the article that accompanies this video.
Reflective questions:
Once you've watched the video, reflect on what you've learned by asking yourself the following questions:
- Think of the last one-on-one you had. How successful was it? How could the five aspects discussed in the video have improved it?
- How regularly do you have one-on-ones with your team members? Would they benefit from more frequent check-ins?
- How can you set a relaxed and motivational tone in your next one-on-one? Think about your body language, tone of voice, and how you'll deliver feedback.
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