4 ms·
one good way to 'get the conversation going', as well as provide invaluable feedback, is to reverse roles and start the session with the employee review of your
by hunglee2 5y ago
one good way to 'get the conversation going', as well as provide invaluable feedback, is to reverse roles and start the session with the employee review of your own performance as their manager. You can even say 'hey, this 1:1 is for me rather than you!'. It's fun and serious at the same time, and if you do it without ego you can learn a lot about how you are impacting your employees work, what you need to do to make a more conducive environment for them to thrive.
- benhurmarcel 5y agoAs the employee I can't imagine I would ever tell any true criticism of my manager to his face, even if he asks for it and says he puts his ego inside. He's the one with the power, he's deciding the raises, he's in the room his HR when they're discussing promotions.
- ReaLNero 5y agoDon't quite understand this. Bolstering yourself would seem awakward for the other person, while criticizing yourself would just be a bad look in front of the person who decides promotions.
- account-5 5y agoAs the employee this is fraught with danger. If my manager proposed this during a one to one I'd stop the meeting right there.
- alar44 5y agoI hate this because it's completely transparent. Anyone with an ounce of intelligence bucks this.
- mafro 5y agoAs the peer comments attest, this approach will only be successful where you have a solid psychological safety between manager and reports.
- darkerside 5y agoI like to make jokes. As a manager, I realize that there are certain jokes I can't make anymore, and this is one of them.