Leadership Playbook Excerpt
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Schedule one-on-one time with employees to build meaningful connections, understand their concerns, and find ways to improve both of your work experiences.

How to Schedule One-On-One Time

Coordinate your schedule with your employee’s, and block off a meaningful amount of time to sit together and talk. You can set an agenda as flexible or static as the two of you feel appropriate.

If the two of you decide that your meeting should focus on high-level goals, a lengthier meeting once per month may be more productive than short weekly meetings. Alternatively, if you’re planning to offer feedback on job performance and need your employee to make significant improvements in a short amount of time, the two of you may decide to have 15-minute daily meetings for a while.

Whatever you decide upon, seek employee buy-in to the timing and agenda of your one-on-ones. If you make the meeting mandatory, or absent of any clear goal, the employee will not see as much value in your meetings.

Expected Results

After you consistently meet with your employee a few times, you should find them opening up more to feedback, being more willing to give you constructive criticism, and feeling more comfortable interacting with you. Your diligence in making time for your employee and supporting them—be it personally or professionally—will increase your trust and respect for one another, opening the door for stronger communication and team rapport.

Example

The following video outlines the mechanics of conducting a meaningful and successful one-on-one meeting.

Research