1 on 1 meetings! What matters most!
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- Опубликовано: 10 июн 2024
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As a leader you should have 1 on 1 meetings with your direct reports regularly.
But how do you introduce one on ones to your direct reports? How does such an one-on-one meeting work? How do you get started and what exactly should you say in such meetings?
As a boss, you should regularly conduct one-on-one meetings with your direct reports. It's not enough having an annual meeting once a year. And it's not just a project status conversation. You are not just talking about the current status of projects.
It's about building trust and time for and with your direct reports.
Such one-on-one meetings should take place regularly - at least biweekly, better weekly.
But what do you actually talk about during this meetings? How long should these meetings be? How can you start these meetings? What should you say?
I´ll cover all of these in this video.
Here you can download the free checklist on how to conduct 1 on 1 meetings:
www.berndgeropp.com/subscribe...
For more info on one-on-one-meetings, head over to:
www.berndgeropp.com/one-on-ones/
Thanks for watching!
Here you can download the free checklist on how to conduct 1 on 1 meetings:
www.berndgeropp.com/subscribe-checklist-one-on-ones/
You may also be interested in this video: "How to give feedback to your employees!":
ruclips.net/video/QUBlho9SQlU/видео.html
I truely believe 1:1 meetings are one of the most powerful ways to build trust. Thanks for sharing Bernd!
I had a one on one with my Managers and I was very disappointed. 1 Manager keeps checking her mob phone and responding to text/ email. I wonder why she bothered to have a weekly one on one meeting with me. I left the meeting and kept thinking of my time waste with her instead of doing my work. Another Manager took note whenever we had a one on one meeting, he made me so nervous about our conversation so much that I wasn’t myself. Not only that he didn’t allow me to finish our meeting, he rushed through the meeting and reminded me that we went over the time. Both experiences made me feel undervalued and demotivated. Ironically both Managers have formal Management qualification.
Thank you for sharing your experience and perspective. I'm the one that likes to take notes and I will keep your story in mind!
I am going to handle a new team as a team lead, where i got promoted recently. And i was desperately searching for how i should be or how to handle my new responsibility and fortunately found your videos. I am an Introvert and worried how am i going to engage with poeple as that is the most toughest job for me😅. Yet thank you for all the videos as each and every words are so understandable and acts as a guide for us. Thank you for the wonderful job ! Love to learn more from you . Wishing this channel should grow huge and lot of us get benefited out of you.
Thanks for your kind feedback.
Great examples on how you can start a 1:1 by asking "safe" personal questions as simple as "John, how is going?" or "John, what is your biggest challenge right now?". Managers should understand that they shouldn't automatically start asking about the person's family, plans over the weekend, and other really personal questions like that until you have developed the relationship and the other person feels comfortable. Too often, managers try to force personal questions because they're told that they should. I like your suggestion of easing into it. Really well done overall!
Thanks
I love this channel. I am new into a team lead role and your advice helps me start organizing and doing things much better. Thank you.
Where I work everyone has one on one meetings each week with their manager. Invaluable in doing my job well.
Yes, one on one meetings are a very powerful leadership tool
thanks for helping me out in this very special moment at the very begining of my journey to management
Good grief these are helpful videos. Clear, concise, and practical advice. Thank you!
This is a really great video, your information was a game changer. Brilliant advice!
Thanks Bernd, great tips to get organised with 1-1
Thank you, Bernd. Concise, engaging and informative videos. Very helpful.
Thanks. You are welcome.
I like how your alter-ego with the red tie was just an asshole boss in the first video, and here he's just a good but confused guy and you're leading him and educating him :)
Thanks!
Thanks for excellent tips.
I love your facial expressions when you demonstrate questions
Nice way for us to copy
Your videos are wonderful! Thank you for sharing your knowledge.
Thank you for your kind feedback.
You are a legend 👏🏾
Fantastic! Great information and examples. Subscribed and looking forward to your future content!
Thanks
Thank you so much you’ve helped me a lot ❤
Thank you for the videos, I think I may be in way over my head.
Glad you like them!
Awesome content! Subscribed
Great. Thanks!
Great ideas
Thank you
Amazing sir 👍
Thanks.
Amazing topic, I think after the 1 on 1 it's very important to follow up the results after and after so need to improve it
Thank you. Yes, you are right.
Thank you for your content
I find your videos very informative
I am relocating soon for a new role and have been hitting down a lot of your points which I will implement into my new mgt role
Thank you very much
Off to my next video
Thank you 🙏
Fantastic! Great to hear that and best of luck in your new role.
1 on 1 meetings are usually a waste of time unless the manager is actually well trained at time management and following an agenda. However, most managers are not... so the truth is; 1 on 1 meetings should be held more frequently at the beginning of on-boarding a new team member and then gradually making those 1 on 1 meetings less frequent as those employees become more experienced and competent at their job. Managers who hold too many 1 on 1 meetings frequently (especially without a clear agenda) will often find themselves going around in circles talking about random things just to fill the time of the scheduled 1 on 1 meeting. This is unprofessional, inconsiderate and shows a lack of a care to the employee. On the other hand, even if the meetings are on topic, having frequent 1 on 1 meetings to an experienced team member can feel daunting and come off as micromanagement.
Ideally, start off with weekly 1 on 1 meetings when they are new, and gradually work your way down to monthly 1 on 1 meetings (maybe after 3 months). This will make things more productive and provide more topics to discuss at the 1 on 1 meetings.
Absolutely that could be an approriate way to have 1-1 meetings frequently during the first 2~3 months since new employees need improvements as she's new and to keep everything in the right direction.
Thank you very much for your video, I like your points very much.
I have a question, I am a employee and I would like to invite my manager for 1:1, is it a good idea employee invites the manager for this meeting? Because I like the regular feedback’s, so that I can work on my shortcomings.
Bernd - just found you a couple weeks back. I've watched more than a few of your videos. I appreciate the production value you put into the videos. I get more than a few chuckles, but more importantly, I get reinforcement, new ideas and tips! Keep up the great work! Oh FYI, your link for the free checklist for 1 on 1 meetings isn't working.
Hi Todd, I am sorry. I just checked the subscribe process and it seemed to work. It would be great if you could check again. If it is still not working for you, please shoot me an email to info@berndgeropp.de. I will manually send you the checklist via email.
how often do you recommend i conduct these if i have over 150 direct reports or would this only work with smaller companies?
❤👍
Its good idea for one -one meeting, but i have question here, if there are multiple teams approx 40 memebers together, then it would really take ling time. As a result running one - one meeting wouldnt be time friendly i think. During this time what else can be adopted please..
Regular One-on-one meetings should only be conudcted with direct reports. A Manager shouldn't have more than a one digit number of direct reports. If you are in charge of more people you need to have a team sturcture/ organisation and have only team leaders as direct reports who then do the one-on-ones with their direct reports.
I am a new manager, but I have 14 reports. With all the other meetings we have I don't feel I can have 1 on 1s with that many people every 2 weeks. :-(
I understand that. I am convinced that a manager shouldn't have more than a one digit number of direct reports. If you are in charge of more people you need to have a team sturcture/ organisation and have team leaders as direct reports who then do the one-on-ones with their direct reports.
I also have a team of 14 and bi-weekly is perfectly fine....
No matter how you twist and turn it a 1:1 meeting ALWAYS is viewed as a camouflaged " friendly " managerial /management interrogation by the employee.
Subsciption link is not working findly check.
Thanks. I am sorry. I had problems with my website. It should work now: www.berndgeropp.com/subscribe-checklist-one-on-ones/
@@BerndGeropp Thanks, Much Appreciated.