One-on-One Meeting Definition
One-on-one meetings, in simpler words, are discussions that are done in person between two individuals.
With hybrid and remote working becoming the new normal, meetings are conducted more than ever before. There are various types of meetings and one of the common ones is one-on-one meetings.
Let’s dive in and understand one-on-one meetings thoroughly!
Here, we will discover:
What is a One-on-One Meeting?
A one-on-one meeting is a regular way for two people in the same company to schedule a time to talk. It’s typically a meeting with a specific purpose between an employee and their boss.
It happens on a daily/weekly basis to give everyone the chance to share ideas, to get feedback and to address any problems they’re having. These meetings also help workers to perform better and make it easier for them to complain.
Purpose of One-on-One Meetings with Employees
One-on-one meetings give managers and their team members time to chat openly and positively. It’s their place to talk about their work and how well they’re doing it, pass along strategies on how they can do it better, offer encouragement and support, get to know them better, and even get some feedback on their performance along the way. It’s a good place to talk about the nuts and bolts of the job and to learn from one another while doing it.
Benefits of One-on-One Meetings
There are many but here are the top benefits you can acquire with one-on-one meetings:
Increased Morale:
One-on-one meetings let employees know that their work is being seen and valued. This sense of recognition brings a positive emotional response that stays with them
Enhanced Productivity:
Because the two people can address and solve problems together or clear up misunderstandings quickly, one-on-ones cut down the unproductive time you’d spend clarifying directives or re-working tasks later. This makes the entire time you work more efficient.
Improved Teamwork:
By not waiting for the annual review for your feedback, your employee makes fewer mistakes and feels less frustrated. That results in better teamwork and a better relationship with you, because feedback on both sides comes more quickly and naturally.
Effective Employee Engagement:
As everyone keeps up timely feedback, learning and trust, your increasingly engaged employee feels more and more part of the team and requires less direct supervision. S/he feels increasingly valued by your meeting specifically to follow up with them and by frequently sharing your thoughts. Their increasing engagement tends to become a very satisfying part of work, in itself.
Open Communication:
One-on-one meetings provide a platform for transparent and meaningful dialogue. They also create an environment for you and your direct reports to share deep interests, methodologies, and visions which not only strengthen your bond with them but can really open everyone up to new ideas.
Meaningful Feedback:
Enough contextual and timely feedback is the best way to enable an employee to truly understand how they can better perform their job and meet everyone’s expectations of them. It also usually explains a lot of Why, making it easier for them to remember your comments, too.
Goal Alignment:
One-on-ones offer a conversation and enable continuous review of progress towards goals and setting up the next steps that are usually the real heart of management.
Effective Tips to Conduct One-on-One Meetings
Here are some tips for HRs and managers to conduct meaningful one-on-one meetings:
Set Clear Goals:
Let your team know exactly what the meeting is for and what the goals are so everyone understands what they’re trying to accomplish and stays on track.
Make a Friendly Space:
Don’t just start hammering Emily with questions as soon as she calls — put your team at ease and let Emily feel like she’s at the kitchen table with the rest of the team, ready to dish.
Active Listening:
Really listen to what the person is saying and ask questions about any concerns. Start a real, back-and-forth conversation and show you’re really interested in (and value) the other party’s perspective.
Get People Involved:
If you’re talking to Emily and six people are staring at her face on a screen, things could get awkward. If your question could be answered by anyone, including the rest of your team — a comment from Jane shouldn’t be any less useful. Get people involved and see everyone is equally contributing to the discussion.
Follow-Ups and Action Plans:
To keep everyone accountable, make sure to go over action items and follow up so that you’re not just a team that sits around.
There you go!
We hope now you have a clear understanding of the importance and benefits of one-on-one meetings.