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Everything you need to know about 1 on 1s to prevent turnover and motivate your team

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1 on 1 meetings are the single best tool a manager has to prevent turnover and drive performance with their teams. We share how you can start and make the most of these incredibly valuable meetings.

Whether you are replacing your performance reviews with 1 on 1s, or looking for ways for your managers to improve the 1 on 1s they already have, this is the deck for you.

We cover the latest research from places like Harvard and Stanford, as well as the timeless best practices great leaders like Andy Grove and Dale Carnegie have been using for decades.

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Everything you need to know about 1 on 1s to prevent turnover and motivate your team

  1. 1. Jason Evanish, Founder of GetLighthouse.com One-on-One Meetings: Everything you need to know to drive performance & prevent turnover.
  2. 2. @Get_Lighthouse#1on1swebinar Join the conversation on Twitter
  3. 3. Jason Evanish – CEO, GetLighthouse.com - @Evanish Jason is the CEO & founder of Get Lighthouse, which helps managers in dozens of countries prevent turnover & motivate their teams through helpful software, and research-backed, insightful content. He previously ran product at KISSmetrics, and co-founded the site Greenhorn Connect, which was acquired by TCN in 2014. You can read more great management lessons on the Lighthouse blog at GetLighthouse.com/Blog and start a free trial of Lighthouse at GetLighthouse.com #1on1swebinar
  4. 4. 1 Why are one-on-ones important? 2 What makes a good one-on-one? 3 How can you have consistently, great one-on-ones? Everything you need to know about one-on-ones 4 Why is my excuse not a good one? 5 Where can you learn more? #1on1swebinar
  5. 5. “…if Tim doesn’t meet with each one of his employees in the next 24 hours, I will have no choice but to fire him and fire you. Are we clear?” - Ben Horowitz in The Hard Thing About Hard Things #1on1swebinar
  6. 6. Why are One-on-Ones so important?
  7. 7. “Perhaps the CEO’s most important operational responsibility is designing and implementing the communication architecture for her company. Absent a well-designed communication architecture, information and ideas will stagnate and your company will degenerate into a bad place to work.”
 — Ben Horowitz, investor at A16Z & former CEO of Opsware #1on1swebinar
  8. 8. “…one-on-ones provide an excellent mechanism for information and ideas to flow up the organization and should be part of your design.”
 — Ben Horowitz, investor at A16Z and former CEO of Opsware #1on1swebinar
  9. 9. What if you’re not the CEO?
  10. 10. “As a middle manager, you are in effect a chief executive of an organization yourself. …As a micro CEO, you can improve your own and your group’s performance and productivity, whether or not the rest of the company follows suit.” — Andy Grove, former CEO & Co-Founder of Intel #1on1swebinar
  11. 11. “Ninety minutes of your time can enhance the quality of your subordinate’s work for two weeks, or for some eighty-plus hours.” - Andy Grove in High Output Management #1on1swebinar
  12. 12. Andy and Ben are not alone. #1on1swebinar
  13. 13. What makes One-on-Ones so special?
  14. 14. “You need to meet 1-on-1, in an unstructured way, with all your best people. …You won’t learn, or know, what your top people need to find their growth path at your company. Where they feel stalled out and frustrated. You have to ask.” — Jason Lemkin, former CEO of EchoSign, partner at Storm Ventures, and blogger at SaaStr.com #1on1swebinar
  15. 15. But why do they all say this? Show me the data! 1
  16. 16. “You can see a straight-line correlation between employee engagement and overall effectiveness of their supervisors” Source: Harvard Business Review, “How Damaging is a Bad Boss, Exactly?” The better the leader, the more engaged the team. #1on1swebinar
  17. 17. GE was able to “drive a fivefold productivity increase in the past 12 months” and sourced a number of very profitable ideas for improvements inside and out of the organization.” [1] Adobe saved, “approximately 80,000 hours of our manager’s time in the annual review process; and saw a 30 percent reduction in voluntary turnover.” [2] The ROI of great one-on-ones: Sources: [1] Harvard Business Review, “GE’s Real-Time Performance Development” [2] Deloitte University Press, “Performance Management: The Secret Ingredient” #1on1swebinar
  18. 18. Source: The Gallup Organization, “Employee Engagement, Satisfaction, and Business-Unit-Level Outcomes: A Meta-Analysis” Engaged employees drive results. #1on1swebinar
  19. 19. Source: The Gallup Organization, “State of the American Workplace” Yet… Only 30% of employees are engaged. #1on1swebinar
  20. 20. The #1 reason people leave their jobs: #1on1swebinar
  21. 21. “Ninety minutes of your time can enhance the quality of your subordinate’s work for two weeks, or for some eighty-plus hours.” - Andy Grove in High Output Management #1on1swebinar
  22. 22. “We have this religion that everyone has one-on-ones on the team. …We think everyone should be doing it. It just leads to a happier work place, and it takes almost no investment. It really pays off.” — David Cancel, CEO of Drift & former CPO of HubSpot One-on-Ones have a huge ROI #1on1swebinar
  23. 23. What makes a good One-on-One?
  24. 24. The One-on-One is your best tool as a manager. #1on1swebinar
  25. 25. “The most important criterion governing matters to be talked about is that they be issues that preoccupy and nag the subordinate.” - Andy Grove in High Output Management #1on1swebinar
  26. 26. Tell your team members about them Learn more & get a version you can copy at: http://bit.ly/Start1on1s #1on1swebinar
  27. 27. How to start one-on-ones with your team •Pick a time you can stick to consistently. •Schedule them weekly or bi-weekly for an hour. •Send your team member a calendar invite. •Emphasize to your team it’s their time. More advice for starting at: http://bit.ly/Start1on1s #1on1swebinar
  28. 28. Get out of the office sometimes. #1on1swebinar
  29. 29. “Great leaders are great listeners. …You have to ask a lot of questions and you have to really listen to the answers, because in every answer there are at least 3 more questions you want to be asking. Until you get to the bottom and everything is out there, you can’t start to build solutions.” — Melanie Whelan, CEO of SoulCycle Ask Questions. #1on1swebinar
  30. 30. “While it’s not the manager’s job to set the agenda or do the talking, the manager should try to draw the key issues out of the employee. The more introverted the employee, the more important this becomes. If you manage engineers, drawing out issues will be an important skill to master.” - Ben Horowitz in The Hard Thing About Hard Things #1on1swebinar
  31. 31. Bring good questions to ask On Long Term Goals • Do you feel like you’re making progress on your big goals here? Why or why not? On Their Improvement • What’s a recent situation you wished you handled differently? What would you change? On You Improving • What is something I could do better? On Building Rapport • What do you like to do in your free time? What are your hobbies? Get over 100 Suggested Questions to help guide your one-on-ones in Lighthouse #1on1swebinar
  32. 32. “Equally important is what ‘writing it down’ symbolizes. …the act implies a commitment, like a handshake, that something will be done… having taken notes, [the manager] can then follow up at the next one-on-one.” — Andy Grove, former CEO & Co-Founder of Intel Take Notes. #1on1swebinar
  33. 33. Make the conversation actionable “Unless commitment is made, there are only promises and hopes… but no plans,” — Peter Drucker, legendary leadership expert & author #1on1swebinar
  34. 34. Make the conversation actionable 1) Discuss what you can both do by next one-on-one. 2) Create a social contract so you follow through. 3) Start the next meeting checking them off. Lighthouse automates this follow up for you and your team. #1on1swebinar
  35. 35. Learn the power of progress Source: Harvard Business Review, “The Power of Small Wins” “Of all the things that can boost inner work life, the most important is making progress in meaningful work.” — Teresa Amabile, Edsel Bryant Ford Professor of Business Administration at Harvard Business School. #1on1swebinar
  36. 36. Stick with it! Warning! The first few one-on-ones can be awkward. #1on1swebinar
  37. 37. Story #1: Starting one on ones #1on1swebinar
  38. 38. How do you have great One-on-Ones consistently?
  39. 39. Get to know them beyond work “Treat your peers as interesting fellow humans, and you may be surprised what it does for their motivation, dedication, and engagement.” — Camille Fournier, former CTO of Rent the Runway Read 81 ideas on building rapport with anyone at http://bit.ly/HowtoBuildRapport #1on1swebinar
  40. 40. Rapport is essential for engagement Source: Gallup, “State of the American Manager” #1on1swebinar
  41. 41. Story #2: The Power of Rapport Learn more about the power of rapport at: http://bit.ly/RapportPower #1on1swebinar
  42. 42. Story #2: The Power of Rapport Learn more about the power of rapport at: http://bit.ly/RapportPower #1on1swebinar
  43. 43. Give them coaching & feedback Source: Harvard Business Review, “Millennials want to be Coached at Work” #1on1swebinar
  44. 44. Give coaching & feedback in one on ones 1. It’s better received than a special meeting. 2. It’s still fresh in both your minds. 3. Get better context on the situation. 4. Avoid overloading them during reviews. 5. Fix problems while they’re small. #1on1swebinar
  45. 45. Story #3: A coachable moment #1on1swebinar
  46. 46. Talk about their long term goals Learn more about this leading cause of turnover at: http://bit.ly/GoalsTurnover#1on1swebinar
  47. 47. Talk about their long term goals Learn how to start a career conversation at: http://bit.ly/TeamGoals “Companies have long crafted personalized roles and career paths for their stars… Yet, it is possible - indeed necessary - to extend this personalized approach to all employees.” — Reid Hoffman, Co-founder of Linkedin #1on1swebinar
  48. 48. Talk about their long term goals • Don’t wait for annual reviews. • A plan gets them excited • Helps retain your team. • Is a strong investment in your company. • Leverages the Progress Principle. Learn more about how to talk about Goals at: http://bit.ly/TeamGoals #1on1swebinar
  49. 49. Create a plan together Learn more about how to talk about Goals at: http://bit.ly/TeamGoals#1on1swebinar
  50. 50. Story #4: The power of growing your people Learn more about helping your team grow with The Alliance book. #1on1swebinar
  51. 51. Shop ideas and get buy-in • Share ideas before implementing to get candid feedback. • Get their buy in on tough decisions before company-wide announcements. Make them feel heard & part of the process. #1on1swebinar
  52. 52. Story #5: Getting buy-in before a big change #1on1swebinar
  53. 53. Be prepared by reviewing your notes 1. Remember what you talked about. 2. Avoid giving conflicting advice. 3. Avoid their resentment. 4. Keep your promises. 5. Build momentum. #1on1swebinar
  54. 54. Don’t Cancel. Reschedule. Learn more why you should never cancel at: http://bit.ly/NeverCancel #1on1swebinar
  55. 55. Cheat codes for the Pros
  56. 56. The Skip Level One-on-One 1. Get feedback on their manager. 2. Gain front line insights. 3. Give them mentorship. #1on1swebinar
  57. 57. The Peer One-on-One 1. Find ways to work better together. 2. Share perspectives & knowledge. 3. Build Rapport. #1on1swebinar
  58. 58. But… Debunking common excuses
  59. 59. But… I have an open door policy! “I’d assumed [an open door] would guarantee me a place in the loop, at least when it came to major sources of tension. 
 …Not a single production manager had dropped by to express frustration or make a suggestion in the five years we worked on Toy Story… being on the lookout for problems was not the same as seeing problems.” — Ed Catmull, Co-founder & President of Pixar Animation #1on1swebinar
  60. 60. But… a 15 minute catch up is enough. “The subordinate must feel that there is enough time to broach and get into thorny issues. I feel that a one-on-one should last an hour…anything less, tends to make the subordinate confine himself to simple things that can be handled quickly.” — Andy Grove, Former Co-founder & CEO of Intel #1on1swebinar
  61. 61. But… I get drinks with the team all the time. “You may think you know if you have drinks together, or go see movies together, or whatever, that you know. But you don’t... You have to ask.” — Jason Lemkin, former CEO of EchoSign, partner at Storm Ventures, and blogger at SaaStr.com Learn more from Jason at: http://bit.ly/saastrmanagement #1on1swebinar
  62. 62. But… I don’t have time. “What you quickly realize as a manager is that the single most effective way to set up a team for success in the long run is to focus on the people.” — Julie Zhuo, Product Design Director at Facebook Learn more about management from Julie at: http://bit.ly/jouleemanagement #1on1swebinar
  63. 63. But… my team doesn’t want to have them. “A company lives or dies by: • Getting the best people to join • Keeping them engaged & productive • Making great decisions about what these people should work on A manager has only a few tools in her arsenal to do these, and 1-1’s are perhaps the most powerful.” — Michael Wolfe, founder of Pipewise & Vontu, angel & advisor. Learn more from Michael on one-on-ones at: http://bit.ly/doineed1on1s #1on1swebinar
  64. 64. But… does it really matter? #1on1swebinar
  65. 65. Keys to Remember for One-on-Ones
  66. 66. Andy and Ben are not alone. #1on1swebinar
  67. 67. A checklist for great one-on-ones ✓ Make it their time ✓ 1 hour weekly or bi-weekly ✓ Keep a consistent schedule ✓ Never cancel (reschedule instead) ✓ Build rapport & push through awkward ✓ Bring good questions ✓ Take Notes ✓ Make it actionable for both of you #1on1swebinar
  68. 68. Recommended Further Reading #1on1swebinar
  69. 69. Learn More: • Manager? You can sign up for a FREE trial of Lighthouse software to have awesome 1 on 1s with your team at GetLighthouse.com • Want to bring these habits to your whole company? Learn more and sign up for a demo at GetLighthouse.com/solutions Have unused end of year budget? Pre-pay for 2017 and save. #1on1swebinar
  70. 70. Questions? Jason Evanish CEO & Founder Get Lighthouse @Evanish Jason@GetLighthouse.com #1on1swebinar

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