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Many years ago I spent 2 years working for a small company where we had team meetings every Friday from 4-5pm. It was good to be able to talk about things that happened (or didn't) during the previous 5 days. Also, this company designed and produced only 15-20, high dollar "units" every year. So we were also able to have wrap up meetings after each shipment to discuss what went wrong to learn from it as well as what went really well - so everyone could learn from that too! The wrap-up meeting concept worked well because the company was small (12 ppl total) and because the nature of the product meant all 12 employees had contributed significantly to the unit being "wrapped up". All it all it was a great model that I missed in future jobs.
I like the idea of that 'wrap up' meeting - it seems like a tidy ending to a project. Creating a safe platform for feedback is essential to building trust in a company / department. Thanks for sharing your ideas!
I'm supposed to have monthly one-to-ones, but really they only happen about twice a year, and my manager just talks at me all the way through so I barely get a word in! She always says nice things, but I get nothing constructive from them. Any advice on improving the experience would be welcome.
Hey Emma - your one-on-ones sound like they're defeating the object really.
How about if you said to your manager, "I appreciate what you've said. Would you mind if I asked you three questions?" Be specific with the number of questions / statements so that she knows you don't only have one contribution to make. Think that could work?
How about asking her, "I really appreciate your all your positive comments. Which areas would you like to see me improve and how would you suggest I go about it?"
I think a direct approach would work best. Maybe someone else has more suggestions for you.
Thanks for the suggestion - I'll try it next time.
Thanks for this post!