4. GUIDELINES FOR 1-ON-1s
Schedule
Micro managing vs Macro Managing
Set Agenda
Ask right questions
Listen
Public Praise / Private Criticism
Give feedback the right way
Ask for feedback
Make note of action points and track
DRIVE RESULTS
5. WEEKLY CONNECT
1-ON-1 OBJECTIVES
MONTHLY CONNECT
Urgent / Important
Tracking
Update
Trouble shooting
Accountability
Not urgent / Important
Work habits
Team work
Personal goals
Personal development
Manager improvement
DRIVE RESULTS
9. ONGOING REWARD
PROGRAMS
• Create a point
system
• Frequent helper
• Frequent Overtime
• Frequent Culture
keeper
PRIVILEGES
• Three-hour lunch
break
• Late arrival or early
leave
• Shadow Project
• Grab bag of
privileges
TROPHIES
• Problem-Solver
• Biggest Blunder
Award
• Most no. of test
drives Award
REWARDS & RECOGNITION
DRIVE RESULTS
10. NO COST
REWARDS
• Letter to the family
• Thank-you call
from the CEO
• A thank-you letter
signed by the team
• ‘‘World’s Best ’’
certificate
• Display customer
commendations
• Wall of fame
• Post-It praise
BROADCAST
• Article in the
organization’s
newsletter
• In-house TV
• Broadcast through
email
• Whatsapp post
• Social media post
• Video recognition
UNIQUE REWARDS
• Instant scratch-off
cards
• Tickets to movies
• Dinner for 2
• Lunch with the
boss
• Senior level
conference
• Educational
investment
REWARDS & RECOGNITION
DRIVE RESULTS
Editor's Notes
Weekly Urgent / Imp
Tracking
Update - plan vs actuals, stocks, delivery, iCrop, team performance
Trouble shooting
Accountability - set expectations
Monthly Work habits
Team work - relationships / collabration / culture
Personal goals - short & long term
Personal development - ASK
Manager improvement
https://blog.impraise.com/360-feedback/1-on-1s-for-engaged-employees-how-good-managers-should-do-them-performance-review
1-on-1s are a great method to have a frequent conversation between manager and employee. As communication in the workplace is often one of the weakest spots of almost all organizations, managers can make a big difference by having regular, structured, yet informal 1-on-1s with their team members. It’s fairly simple: just take 1 hour every two weeks for each team member and have an informal conversation about engagement, workload, team dynamics, performance and learning and development.
Types of 1-on-1 meeting
Recurring Schedule: Meet with all employees at least once per week and ask direct questions about their job. Ascertain how things are going and help them with any problems they may have. If they are being vague, it might mean that they are not as far along as you want to them to be. Draw the information out of them until you get a sense of where they are at with their goals. Again, take notes and place it in a folder..
Monthly/Quarterly Connect : During the first 1-on-1 you should briefly explain the purpose and set the tone right. Make sure this is also going to be an informal and recurring meeting that doesn’t require much preparation but just a certain openness, trust and honesty to share whatever is on top of mind. It’s crucial to put 1-on-1s directly into your calendar recurringly and invite the relevant employees. This way you and your team have already committed to regular conversations and it’s gonna be harder to procrastinate.
Motivate : Motivation is less about employees doing great work and more about employees feeling great about their work.
stats
57% not satisfied recognition
38% don't feel appreciated
77% consider leaving
57% starved of recognition
70% engagement determined by the manager treatment
Disengaged mgrs = 3x disengaged tean
78% work harder
82% derive motivation
5X more likely to stay
81% - happier
Top5 - reasons engagement
Making people feel appreciated is 10X more effective than any reward
Frequent touch points -
Managers often cite reasons for not recognizing employees:
Employees shouldn’t be thanked for doing what we pay them to do
“It’s not in my personality.”
“I have too many direct reports.”
“I don’t get recognized by my boss.”
“I have too many direct reports.”
Share why : Share context & provide relevance : Employees are motivated when their work has relevance.
Roadblocks : Anticipate roadblocks to enable progress : Employees are motivated when they can make progress without unnecessary interruption and undue burdens.
Recognize contributions and show appreciation : Employees are motivated when they feel appreciated and recognized for their contributions.
Summary : We all desire social belonging and feeling like our efforts are important. Recognition from managers, is a very direct way of achieving this.
Recognize contributions and show appreciation
Day-to-day recognition – It is important to motivate and encourage employees to perform well on an everyday basis and not just on a periodic level. For example, small words of praise, little words of encouragement and constant motivation are highly important to make your employees feel encouraged for their efforts and to maintain a positive flow of the workplace environment.
Informal recognition – Informal recognition is the kind of recognition which includes gestures of encouragement and appreciation. A pat on the back or a word of praise in front of the team can go a long way in boosting the morale of the employees.
Formal recognition – Formal recognition is usually in the form of rewards for service, contribution, and achievements. These recognition forms also include events held for the celebration of achievements. Formal recognition often has some legal and policy requirements.
Work life balance
Stats
2nd most imp workplace attritube
work 21% harder
93% valued + motivated to do their best
40hrs - dip in productivity - ford experiment
80% capacity
Tips
ONGOING REWARD PROGRAM
Team Recognition Board
Create a point system
Frequent helper points
Frequent overtime points
Frequent culture keeper
PRIVILEGES
Provide a coach
Morning coffee every day for a week
Do an employee’s job for a day.
Three-hour lunch break
Choice of late arrival or early leave-taking
‘‘Pick a job for a day.’’
Shadow Project
Grab bag of privileges
RECOGNITION THAT DOESN’T COST MONEY
Write a letter to the employee’s family
Set up a thank-you call from the CEO
A thank-you letter signed by everyone in the team
‘‘I stole ’s ____________ idea and I’m using it,’’ certificate.
‘‘World’s Best ’’ certificate
Solicit customer commendations for employees and display them prominently
Ring a bell
CEO for the day
‘Thank you’ meeting
Certificate of achievement
Jeans day
VIP parking spot
Spot awards
Hand-written note
Impromptu time off : “It’s a beautiful afternoon. Go enjoy it.”
Family invites
Special projects
Wall of fame
Open house
Post-It praise
Video recognition
TROPHIES
Problem-solvers
Biggest Blunder Award: given monthly to the person who admits to the biggest mistake.
Solution Award
Weekly draw : sleep-in day, long lunch or early release
GIFTS
Thank-you paperweight.
Instant scratch-off cards
Tickets to movies
Dinner for two at a restaurant of the recipient’s choice.
Lunch with the boss
Take an employee with you to a senior level conference
Company apparel
Educational investment
Team yearbook or ‘‘annual report’’ featuring accomplishments of all employees
BROADCASTS
Article in the organization’s newsletter
In-house TV program
Have a website with updates of accomplishments on your company’s intranet.
An acknowledgement of an employee’s accomplishments broadcast widely in e-mail.
Whatsapp poster
TEAM SPECIALS
PIzza party
Track a host of measurements and celebrate them all: reduced absenteeism, reduced lateness, reduced sick days
Send an employee to a training course or seminar of her choice
Themed team lunch
Team shopping spree
LIFESTYLE REWARDS
compressed workweek
Paid time off for children’s school events.
Free baby-sitting for special occasions.
Paid leave for new parents.
Subsidized fitness club memberships
Time off coupons
Work-from-home day
PEER-TO-PEER RECOGNITION
‘‘Thank you for ___________"
‘‘You did a good job on ____________"
‘‘I couldn’t have done it without you _________________’’
Swap a task.
Team meeting Hi-Fives
Pay it forward
A selection of small gifts that any employee can present to any other employee to say, ‘‘Thanks, you really helped me.’’
ONGOING REWARD PROGRAM
Team Recognition Board
Create a point system
Frequent helper points
Frequent overtime points
Frequent culture keeper
PRIVILEGES
Provide a coach
Morning coffee every day for a week
Do an employee’s job for a day.
Three-hour lunch break
Choice of late arrival or early leave-taking
‘‘Pick a job for a day.’’
Shadow Project
Grab bag of privileges
RECOGNITION THAT DOESN’T COST MONEY
Write a letter to the employee’s family
Set up a thank-you call from the CEO
A thank-you letter signed by everyone in the team
‘‘I stole ’s ____________ idea and I’m using it,’’ certificate.
‘‘World’s Best ’’ certificate
Solicit customer commendations for employees and display them prominently
Ring a bell
CEO for the day
‘Thank you’ meeting
Certificate of achievement
Jeans day
VIP parking spot
Spot awards
Hand-written note
Impromptu time off : “It’s a beautiful afternoon. Go enjoy it.”
Family invites
Special projects
Wall of fame
Open house
Post-It praise
Video recognition
TROPHIES
Problem-solvers
Biggest Blunder Award: given monthly to the person who admits to the biggest mistake.
Solution Award
Weekly draw : sleep-in day, long lunch or early release
GIFTS
Thank-you paperweight.
Instant scratch-off cards
Tickets to movies
Dinner for two at a restaurant of the recipient’s choice.
Lunch with the boss
Take an employee with you to a senior level conference
Company apparel
Educational investment
Team yearbook or ‘‘annual report’’ featuring accomplishments of all employees
BROADCASTS
Article in the organization’s newsletter
In-house TV program
Have a website with updates of accomplishments on your company’s intranet.
An acknowledgement of an employee’s accomplishments broadcast widely in e-mail.
Whatsapp poster
TEAM SPECIALS
PIzza party
Track a host of measurements and celebrate them all: reduced absenteeism, reduced lateness, reduced sick days
Send an employee to a training course or seminar of her choice
Themed team lunch
Team shopping spree
LIFESTYLE REWARDS
compressed workweek
Paid time off for children’s school events.
Free baby-sitting for special occasions.
Paid leave for new parents.
Subsidized fitness club memberships
Time off coupons
Work-from-home day
PEER-TO-PEER RECOGNITION
‘‘Thank you for ___________"
‘‘You did a good job on ____________"
‘‘I couldn’t have done it without you _________________’’
Swap a task.
Team meeting Hi-Fives
Pay it forward
A selection of small gifts that any employee can present to any other employee to say, ‘‘Thanks, you really helped me.’’
