Instead, have some great one-on-one meeting questions prepared to help you start the flow. Did the company recently lay off an entire team on a Friday? Has there been extra pressure on your team to meet end-of-quarter quotas?
You can never be sure how members of your team are dealing with certain developments, but you can create the room to discuss them. A change of scenery can be a refreshing alternative to the familiarity of your favorite conference room. You still need to have something meaningful to talk about. This may be unavoidable when reviewing a project-in-process, but more often, it indicates that the manager is either preoccupied with other things or uncomfortable with being present.
In either case, failing to engage with the person across the table or screen creates distance between a manager and their direct reports. Remote One on One meeting template. A meeting agenda template for 1 on 1 conversation between peers or colleagues from different departments.
A meeting agenda template for the end of year 1 on 1 conversation. A meeting agenda template for 1 on 1 conversation to initiate performance improvement. A meeting agenda template for 1 on 1 conversation during the salary review process.
When it comes to their employee engagement ambitions, companies are struggling to find a balanced approach that combines both technology and human touch.
After having this section, I realized that my manager is doing a good job. This section forces the engineer to reflect on what the manager has been working on. Even though our expertise or competency is paying our salary, we learn things every single day. If not, then there is a big problem.
We use this section to write down the top one-to-three learnings. When there is no item here for over a time, the manager can identify the problem, and we can talk about why there is no learning. If the manager misses this, the engineer can also name the problem and ask for opportunities to learn. Feedback is the most critical mechanism for humans to grow. Our lives are packed with small feedbacks. Each PR pull request review comment and failed tests are feedback that we need to perform better.
While we receive and provide extensive feedback, eliminating the high-quality ones and carefully considering them is an important job. Even though some people and cultures are not comfortable with direct feedback, this section helps us assess work, collaboration, well-being, and job satisfaction. I use this section as much as I can and recommend it too. And since I am the facilitator of the meeting, adding bullet points also nudges my manager to provide feedback.
One-on-one meetings are the place where we get the manager's help on any blockers or challenges. I share any blockages that prevent me from doing my best work and ask for help from my manager.
Some challenges are often raised on Slack to act quickly. However, during the meeting, we brainstorm solutions and shine a light on the challenges we face.
This section aims to ensure our short-term goals are aligned with team and long-term goals. When we prioritize some topics, we clarify the expectations and make sure that we both agree on them. We use this section to write down action items that came out from our meeting. This might be your first one-on-one with a new employee or just a regular touchpoint.
Start the conversation off with a warm tone. Let your team member lead the discussion and aim to keep this part positive. Find opportunities to give recognition and express that you value their hard work. Plus, access dozens of suggested talking points for getting a status update including the ones listed above.
Highlight the key takeaways of your discussion and set action items together. Have your direct report reflect ahead on their skill sets and strengths, and how they might leverage these in their work. Aim to set 2 or 3 goals with your employee, and balance performance goals with development goals.
Access dozens of other suggested talking points for setting employee goals directly in the Officevibe app. How can you and your employee make strides towards accomplishing these long term goals?
How can you equip them to succeed? Set a few smaller action items together, and add them as talking points in your next meeting agenda. Officevibe helps you follow up on every action item with meeting notes that carry over week to week. Not sure what to say?
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