Why 1:1’s are so important!
As anemployer/manager/leader
Every 1:1 should
Three critical rules to follow
As an employee/co...
Three critical rules to follow
1.Always end 1:1’s with question on what you can do to help your employees accomplish any g...
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Why 1:1's are so important!

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Leadership, team building, people first, 1:1, culture building

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Why 1:1's are so important!

  1. 1. Why 1:1’s are so important! As anemployer/manager/leader Every 1:1 should Three critical rules to follow As an employee/contributor/leader Every 1:1 should Three critical rules to follow Employee Engagement is critical to the success of the employee and the employer! "Research shows that employees have dreams and aspirations of work that far transcend a paycheck. They want to grow, do meaningful work, and be made to feel valued for all they contribute. Not surprisingly, leaders who go out of their way to help people attain these goals end up having a profoundly positive effect on how they feel about their work." Mark C. Crowley "While the traditional role of management has been to keep a tight and almost exclusive focus on goal achievement, the uber-successful leaders seek to improve the lives of their workers while driving performance. And, when people feel their needs are being met and authentically supported, they instinctively want to do more to help their boss and organizations succeed". Mark C. Crowley As an employer/manager/leader This is your opportunity to connect, mentor, and build a caring relationship. By putting people first you build their abilities and increase their capacity. People do not care what you know, or say, until they know you care! John C. Maxwell Every 1:1 should ● Be about listening more and talking less, it’s not about you it’s about them! ● Be driven by the employee, you should see your role as a coach, nurturer, and supporter ● Start with positive comments about what has been accomplished ○ This builds on strengths ○ Creates trust ○ Allows you to give feedback to build on weaknesses later ● Should touch on current goals and tasks (setting timelines) ○ This builds accountability ○ This is an opportunity to show how their work impacts the team ○ Is a disciplined, incremental and methodical success plan ● Limit criticisms or negative feedback ○ Too much at one time can be overwhelming and de-motivational ○ Remember you have to have trust for this to have value ○ Work on one area of improvement at a time ○ Be open to feedback in return
  2. 2. Three critical rules to follow 1.Always end 1:1’s with question on what you can do to help your employees accomplish any goals, tasks, etc. 2.Always follow up, your actions should be a reflection of the words you use. If they are not, your employees will not believe you are sincere or even worse they will feel like they are being manipulated and used towards your goals. 3.Employee engagement is a direct result of your ability to help them be a successful part of the team. As an employee/contributor/leader Every 1:1 should ● Be seen as an opportunity for you to manage up, this means YOU take responsibility and understand it’s not all on your manager or leader ● Be driven by you, help your manager/leader by letting them know where you are and how they can help you ● You should be prepared, be concise and clear, don’t expect your manager to have super powers or the ability to read your mind ● Look for opportunities to build trust, if you want feedback that is real and helpful you have to ask for it and be able to accept both the positive and the negative. ○ Do not fall into the defensive trap, if you get negative feedback look for the why ○ Negative feedback is hard if you disagree, but by getting defensive you will block any further ability to discuss it ○ Negative feedback is one person’s perception, it is not a measure of your worth ● Limit criticisms or negative feedback ○ Too much at one time can be overwhelming and de-motivational ○ Remember you have to have trust for this to have value ○ Work on one area of improvement at a time ○ Be open to feedback in return Three critical rules to follow 1.Always end 1:1’s with question on what you can do to help your manager accomplish any goals, tasks, etc. 2.Always follow up, your actions should be a reflection of the words you use. If they are not, your manager will not believe you are sincere or even worse they will feel like they are being manipulated and used towards your goals. 3.You are a critical part of the team! Everything you do helps build on the abilities of your team and shows you care about the success of others.

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