Chances are that you as a leader/manager take the time to coach and develop others. Although it may not be realistic to have weekly one-on-one meetings with everyone who reports to you, it’s your responsibility to regularly spend time with your key people. If you don’t already do this, you really should start. Take a look at some previous posts that discuss the importance of coaching and developing your employees.
The purpose of these meetings is to coach and develop your employees, to listen and offer feedback, to challenge and give credit, to brainstorm and inspire. Both you and your employees should look forward to these meetings and see them as productive and beneficial. That’s not to say that problems should not be discussed and the meetings ought to be superficial. That’s not the case at all. However, it’s your responsibility to make sure that any problems or issues are addressed in a respectful and non-threatening way, and that no meeting focuses on only the negative. Even if you meet solely to discuss a problem, the meeting must contain positive aspects (such as looking for solutions and recognizing the employee’s ability to succeed) in order for it to be most effective.
If your employees start to dread or avoid such meetings, you absolutely must figure out what’s wrong. Never let your one-on-one time with your employees become known as the “weekly beat-down” (or whatever the frequency). Not only will these be a waste of time, both you and your employees will miss out on serious growth and success opportunities.
Not sure how you’re doing with your one-on-ones? Ask your employees. Get their feedback on how to best maximize your time together. Their involvement can serve as a motivator to both of you.
