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The site/podcast 'Manager Tools' has an interesting series on the importance of one-on-ones which is definitely worth checking out if the article piqued anyone'

The site/podcast 'Manager Tools' has an interesting series on the importance of one-on-ones which is definitely worth checking out if the article piqued anyone's interest in this tool. Don't let the date scare you, scroll down to the bottom to find them they're some of the earliest on the feed. https://www.manager-tools.com/all-podcasts?field_content_domain_tid=4 https://www.manager-tools.com/all-podcasts?field_content_dom... Some of the big takeaways are: 1. Normalise one-on-ones so people understand that a one-on-one is a meeting to build the relationship and actually sort things out, not the precursor to a punishment or other serious issue. 2. Make an agenda, communicate it and then actually stick to it. 3. That agenda should be based one what do you want to talk about, what do they want to talk about, and then discussion of the future. They leave it intentionally open ended and yet fairly strictly time bounded. 4. One-on-ones are regular and important. Do not prioritise things over them unless absolutely necessary as they're the way to build lasting relationships of trust and accord with individuals and teams. They have some points of minor disagreement with the author of this piece. For instance their one-on-one's are egalitarian, and a fixed time every time, with no prioritisation of particular personal for extra meetings of these kinds (though I assume they're open to one-on-one conversations as necessary). The podcasts go into a lot of exposition and example scenarios, common pit falls and the like. I actually really enjoy them for the people skills, not being a manager myself. Like I said, they have points of agreement and disagreement with the author over the precise purpose and format of the one-on-one, but I think this piece was good and complementary to the advice I've absorbed from them.

valuearb 9y ago
Scheduled 1-1s are dumb and a huge waste of time. If i need to talk to my manager, i want to do it now, not 3 pm on thursday. If i have nothing to talk about on thursday at 3 pm, why do I have to break my flow to go to your office. A better way is closer to “management by walking around”. Be available for your employees. Those rare birds who need regular 1-1s, schedule them. For everyone else make sure they know they can have one anytime they need, and make sure you take them aside on a regular basis if they haven’t asked for one. And just walk the floor and talk to your team, almost every day. A manager should be aware of when they haven’t connected directly with a team member in while, and just do it. It’s not hard to track.

valuearb 9y ago

Scheduled 1-1s are dumb and a huge waste of time. If i need to talk to my manager, i want to do it now, not 3 pm on thursday. If i have nothing to talk about on thursday at 3 pm, why do I have to break my flow to go to your office. A better way is closer to “management by walking around”. Be available for your employees. Those rare birds who need regular 1-1s, schedule them. For everyone else make sure they know they can have one anytime they need, and make sure you take them aside on a regular basis if they haven’t asked for one. And just walk the floor and talk to your team, almost every day. A manager should be aware of when they haven’t connected directly with a team member in while, and just do it. It’s not hard to track.