Management: One-On-One Meetings
One-to-one meetings play a vital role in how a manager
communicates with and manages employees effectively.
Whether you are evaluating performance or setting targets, how
you manage one-to-one meetings can have a big impact on you...
Here are some key points to consider ahead of a one-to-one
meeting:
Have an Agenda
Make sure that you know exactly what
points you want to cover in your
meeting.
Make sure that you know exactly what
points you want to cover in your
meeting.
It is a good idea to give your employee
ple...
Make sure that you know exactly what
points you want to cover in your
meeting.
It is a good idea to give your employee
ple...
After this, you will be able to put
together an agreed agenda for the
meeting.
Though some points will require more
attent...
Prepare
Once you have an agreed agenda, you should ensure that you consult
it again prior to the meeting.
Do your research on your employees’ performance and
achievements to date, and try to familiarise yourself with the work
th...
You may wish to consult notes from a previous meeting or review
with this employee. This will help you in talking around t...
Give Your Full Attention
If you have scheduled a one-to-one meeting with an employee, make
sure that your meeting runs on time and that you give un...
It is important to treat a one-to-one meeting with an employee with the
same respect you would any other meeting.
Get To The Point
If there is a point that needs discussing it is important that
you do so directly. If you think your employee might be
hav...
In a one-to-one meeting you should try to talk openly and
directly, putting your employee at ease and letting them
know th...
Look For Positives
If your meeting is focusing on something negative, such as a
failed objective, or a particularly challenging project – try...
These might be found by addressing the conversation with
questions like “What have you learned from this?”, or “How
can we...
A one-to-one meeting should seek positive outcomes, and
aim to create a positive plan for the next steps. A one-to-one
mee...
Maintain A Dialogue
A one-to-one meeting should be a two-way
conversation, but it is inevitable that the manager will
run the meeting to an ex...
After each area for the meeting is discussed, and
throughout the meeting, you should ensure that your
employee has plenty ...
Ask them if they have any questions on a subject, or if
everything discussed is completely clear throughout the
meeting.
Follow Up In Writing
Whether the purpose of your meeting is
to evaluate performance or to establish
goals, it is a good idea to ensure that any...
This can be done with a follow up email to
confirm all the points that your meeting
covered.
This way you can ensure that none of the
points covered will slip through the cracks
after the meeting has ended.
Connect
For more tips on professional development and to see all of our latest opportunities,
connect with the InterQuest ...
Management: One to-one meetings
Management: One to-one meetings
Management: One to-one meetings
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Management: One to-one meetings

  1. 1. Management: One-On-One Meetings
  2. 2. One-to-one meetings play a vital role in how a manager communicates with and manages employees effectively.
  3. 3. Whether you are evaluating performance or setting targets, how you manage one-to-one meetings can have a big impact on your team’s projects and goals.
  4. 4. Here are some key points to consider ahead of a one-to-one meeting:
  5. 5. Have an Agenda
  6. 6. Make sure that you know exactly what points you want to cover in your meeting.
  7. 7. Make sure that you know exactly what points you want to cover in your meeting. It is a good idea to give your employee plenty of notice ahead of the meeting, to ensure that they have an idea of the points you want to cover.
  8. 8. Make sure that you know exactly what points you want to cover in your meeting. It is a good idea to give your employee plenty of notice ahead of the meeting, to ensure that they have an idea of the points you want to cover. This will also give them an opportunity to let you know what they want to discuss in the meeting.
  9. 9. After this, you will be able to put together an agreed agenda for the meeting. Though some points will require more attention than others, you should give each point on the agreed list the appropriate amount of attention. For this reason you should allocate plenty of time for your meeting.
  10. 10. Prepare
  11. 11. Once you have an agreed agenda, you should ensure that you consult it again prior to the meeting.
  12. 12. Do your research on your employees’ performance and achievements to date, and try to familiarise yourself with the work that they have been doing, looking out for any challenges they may be facing.
  13. 13. You may wish to consult notes from a previous meeting or review with this employee. This will help you in talking around the points on your meeting’s agenda.
  14. 14. Give Your Full Attention
  15. 15. If you have scheduled a one-to-one meeting with an employee, make sure that your meeting runs on time and that you give undivided attention – switching your phone off and arriving on time are basics, but they can be easily overlooked by a manager.
  16. 16. It is important to treat a one-to-one meeting with an employee with the same respect you would any other meeting.
  17. 17. Get To The Point
  18. 18. If there is a point that needs discussing it is important that you do so directly. If you think your employee might be having an issue or facing a challenge that they have not mentioned, then you should be prepared to ask them about this.
  19. 19. In a one-to-one meeting you should try to talk openly and directly, putting your employee at ease and letting them know that they can speak freely in this environment.
  20. 20. Look For Positives
  21. 21. If your meeting is focusing on something negative, such as a failed objective, or a particularly challenging project – try to keep your employee focussed on the positives.
  22. 22. These might be found by addressing the conversation with questions like “What have you learned from this?”, or “How can we use this going forward?”.
  23. 23. A one-to-one meeting should seek positive outcomes, and aim to create a positive plan for the next steps. A one-to-one meeting should seek positive outcomes, and aim to create a positive plan for the next steps.
  24. 24. Maintain A Dialogue
  25. 25. A one-to-one meeting should be a two-way conversation, but it is inevitable that the manager will run the meeting to an extent, leading from one point to the next.
  26. 26. After each area for the meeting is discussed, and throughout the meeting, you should ensure that your employee has plenty of opportunity to ask questions and to offer opinions.
  27. 27. Ask them if they have any questions on a subject, or if everything discussed is completely clear throughout the meeting.
  28. 28. Follow Up In Writing
  29. 29. Whether the purpose of your meeting is to evaluate performance or to establish goals, it is a good idea to ensure that any outcomes are agreed upon in writing.
  30. 30. This can be done with a follow up email to confirm all the points that your meeting covered.
  31. 31. This way you can ensure that none of the points covered will slip through the cracks after the meeting has ended.
  32. 32. Connect For more tips on professional development and to see all of our latest opportunities, connect with the InterQuest Group InterQuest Group plc is an award-winning, specialist recruitment organisation providing contract and permanent services within niche disciplines globally. The Group is divided into specialist businesses, with each one aligned to one of the following market sectors, Finance, Retail, Public Sector, Not for Profit or in an area of technology such as testing, analytics, ERP or digital. These are augmented by other businesses specialising in services which span the various vertical niches - such as recruitment outsourcing or executive search and selection. As specialists in contract, permanent IT and analytics recruitment, the InterQuest Group trades as distinctly branded, individual, specialist recruitment businesses.
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