Hi Helen - I've waited for this and it's worthy! I set a meeting with my team this coming week and this will absolutely be helping me to make the 1 on 1 effective. Thank you! More power!
Great questions but it does seem like asking someone what they want to get out of the job is a question you'd ask during performance reviews (1-2x/yr) and not at every 1 on 1 meeting. I'm also wondering what your advice would be if people came back to some of these questions with "I'm not sure", especially for the last 3 questions.
Great question @mattemond777. Thanks for reaching out. 🙏 These questions were designed to open up the 1:1 conversation and add variety, and I would definitely encourage questions on career and development to be part of the performance review process. However, based on my experience, I've noticed that not all managers broach this topic with their team members, and if they do, it does not always connect with the day-to-day. It doesn’t need to be asked every time, but keeping this conversation fresh, I think, helps maintain relevance and keeps it front of mind. If they say they are not sure, it presents a great opportunity to help the person find out. Helping them explore what truly excites them, what drives their motivation, what they might not enjoy, and what personal achievements they aspire to. This is where the manager can step in as both a mentor and a coach. They can share insights into the role's potential opportunities and provide guidance to help the team member make the most of their position. Ultimately, I think these conversations are a way for leaders to enhance engagement at work, leading to better results and happier employees - something that, unfortunately, is lacking for many.
![Hands-On Power BI Tutorial 📊Beginner to Pro [Full Course] ⚡](http://i.ytimg.com/vi/5X5LWcLtkzg/mqdefault.jpg)
Seems like I stumbled upon an amazing channel! I appreciate the clear, straightforward tips.
So pleased to hear that @hivesteel. Thank you for letting me know. 😀
Hi Helen - I've waited for this and it's worthy! I set a meeting with my team this coming week and this will absolutely be helping me to make the 1 on 1 effective. Thank you! More power!
That is good to hear! Reach out if you need any help 🙂🙃
Great video! Really valuable content. Subscribed!
Welcome aboard!
Another great video Helen. Thank you.
I liked these questions a lot. Thanks for sharing
Thank you for the feedback, I really appreciate you taking the time to let me know ☺
Helen, thank you for a consice and very practical overview of 1-1
Thank you for letting me know 😊
Great questions but it does seem like asking someone what they want to get out of the job is a question you'd ask during performance reviews (1-2x/yr) and not at every 1 on 1 meeting. I'm also wondering what your advice would be if people came back to some of these questions with "I'm not sure", especially for the last 3 questions.
Great question @mattemond777. Thanks for reaching out. 🙏
These questions were designed to open up the 1:1 conversation and add variety, and I would definitely encourage questions on career and development to be part of the performance review process. However, based on my experience, I've noticed that not all managers broach this topic with their team members, and if they do, it does not always connect with the day-to-day. It doesn’t need to be asked every time, but keeping this conversation fresh, I think, helps maintain relevance and keeps it front of mind.
If they say they are not sure, it presents a great opportunity to help the person find out. Helping them explore what truly excites them, what drives their motivation, what they might not enjoy, and what personal achievements they aspire to. This is where the manager can step in as both a mentor and a coach. They can share insights into the role's potential opportunities and provide guidance to help the team member make the most of their position.
Ultimately, I think these conversations are a way for leaders to enhance engagement at work, leading to better results and happier employees - something that, unfortunately, is lacking for many.
Great video, thanks Helen
Thank you Graeme 🙂
Thank you. Good advice.
Thank you 😊
Question 4 typo “our” vs “out”
Thanks, Scott 🙏
6:13 feedback lol. Yes you get dismissed for giving back. Just say no thanks trust me