Take my FREE Skillshare course on "Mastering Meetings" here skl.sh/3hHGmp8. You also get 2 weeks FREE access to the whole Skillshare platform, over 30,000 courses! Free training! Enjoy!
I started working two years ago for a U.S. company for the first time and got pulled into 1:1s without really knowing what they were. Watching this I'm realizing my manager(s) and I have been doing all the mistakes. Thanks for a good video, I took lots of notes! :)
Great that it was helpful Mats. I still make mistakes with 121s so am always refining them to work optimally with the different personalities in my teams.
Yep. Cancelling regularly sends a bad signal. And if your manager is cancelling your 121s all the time it's often a sign that they don't want you around any more.
I agree - don't cancel unless very necessary. The meeting may not be a priority to you as the manager but your direct report may be very keen to discuss their goals/progression in the company and is hoping to have the opportunity to do so with you in the meeting.
Yep it sends a really bad message. And if your manager is regularly cancelling then it shows they are not very engaged with your development or career. Or might not even be engaged with their own job as a manager. Thanks for the comment!
That's great and a sign of a healthy relationship with your colleagues. Let me know if there's anything you do that you think makes them productive meetings.
come across your video when searching for tips for 121 meetings! Thanks for the helpful tips:) On the let it all out point, what if it involves me not working so well with sb in the team becoz of different working styles?
Hi - thanks for the question. If I'm the manager then any team issues like that are certainly things I'd want to know about so I can form plans and work with you to help make things better. Much better than your manager not knowing about it as that's how things get much worse. Let me know how you get on.
Hey, do you have any advice for my specific situation? I took a risk by accepting a position because they were "urgently hiring" and it surprisingly started off really well. Now I get chewed out by this manager every day she's there. She's literally the only one that chews me out, and it's smack in the middle of a rush. I overheard her talking to some other managers and apparently she doesn't know much about a kitchen and is still learning herself (meanwhile I've actually had like 4 years of restaurant experience between kitchen and food prep, I will admit the kitchen is like 2-3 times bigger than what I worked before and the way they want things done is 2-3 times more complicated with an insufficient amount of Merry Chef's. I even have a responsibility for two lines because of my restaurant experience and am supposed to manage appetizers while simultaneously making hoagies and etc. for the measely price of 10.50 an hour). Sometimes not sure if she's venting over stuff that happens to her outside of work and taking it all out on me. Sometimes I literally just want to quit on the spot. Please help 🥺
Do you have or can share any template that might be useful to record, I really love the menu idea. Any tips for managing contractors, would you do anything different.
Hi Aalok. I always try and treat contractors the same way. Not everyone does that and I've had contractors react with surprise when I've scheduled one on one meetings with them. But I think it's important and helps to create one cohesive team. There's always a danger of an us and them situation when contractors are mixed in with perms, but I try and avoid that by treating everyone in the same way, with some mandated exceptions like travel / conferences etc.
informative video. thanks. As a manager, how would you approach for an ask about promotion from the employee. You know the employee is good, but you dont have scope to accomodate him that soon.
Hi Saroj. That's a good question. Not an easy one for the manager to give a convincing answer to because, as you mention, the scope for promotion is often out of the manager hands. If I'm asked about promotion chances, I tend to make sure the employee knows all of the criteria for promotion, and I ask them to review themselves against the criteria. We then speak about the number of slots available for promotion and try to come to some idea of whether they are real contenders or not. On most occasions we both agree there is more work to do. If they do have a genuine case then I use that to engage in the official process. It's a tough one - I'd love to promote all my team when they deserve it, but it is usually decided at a higher level.
Love it! I work in a global role - diverse remote team ( UK, Romania, Poland, Germany, India). My manager is amazing, taking time to have weekly 1:1s with every team member. Somehow, we have ticked all you tips
Yes I would always recommend it. If you have reports then show that level of leadership. Shame your own manager isn’t as engaged but don’t let that hold you back. Good luck. Let me know how it goes.
That's actually a really bad sign. It shows his lack of interest in your career development and that he regards these meetings as a chore rather than a chance to make good progress. Happy to discuss more - feel free to book one of my Career Clinic sessions and I'll gladly explore what you could do to try and fix this.
Hi. I'd look to reframe that thought in your own head. Couple of reasons. 1. What if the person genuinely didn't care at all about how you're feeling, I imagine that would be a worse situation. And 2, there are many more important things to use your own mental energy on than this. Being able to control what you spend your own energy on can really help with stress management and removing the clutter that tends to fill up all our minds. Thanks for watching and for the comment. I appreciate the support.
I will have 1:1 with my boss soon. She wanted me to prepare what i want from her and the team in order to feel ok to sharing and asking questions and tell her one thing I feel will get in the way of the that? I don’t know what to answer. It’s will be my first time for 1:1
Hi. It's a good sign that she's so open to input so I'd take that as a positive. I would just prepare what you'd like from 121 calls to make your life easier. E.g. do you want some to be dedicated to career advice & mentoring, how much do you want to talk about personal aspects etc. Basically be confident and outline how you'd like the interactions to go. But overall that's a positive sign so don't be nervous. Let me know how it goes.
50% OFF our Mastering Meetings Udemy course for a limited time www.udemy.com/course/mastering-meetings-a-definitive-guide-to-amazing-meetings/?couponCode=MEET50
Thanks for the comment. Yes this is one of the older videos when I was more or less learning how to produce content. I've improved every aspect in newer videos. The info is still valid though so I do hope it helped. There's a second video about one to ones here ruclips.net/video/_NeK5nfL8CI/видео.html - that adds even more info and may be of use.
I wouldn't be so rigid as to have a set template. As the video mentions, have a loose structure to the meeting but make sure you're both getting what you want out of it. Priority to be given to the employee to set the agenda as the time is critical to employee and career development. Let me know how it goes.
I have seen where this has been a negative thing to be involved in and witnessed it be a termination of ones employment. Even if that employee said the truth.
That's part of the problem. Yes it is awkward, at first anyway. And yes it is hard work. But for a manager it's an absolutely essential part of your job. I'd recommend taking action. Everyone will benefit.
I think we'd all like to work for ourselves if we could. But it's not possible for many people, so bosses or managers are part of life. And if you get a really good boss then the experience can actually be very positive indeed, and much better than working for yourself. That's why channels like this are trying to teach people how to be great managers and to understand the responsibility they have. If you hate having a boss it would indicate to me you've not had someone who really empowers you to be your best. Thanks for the comment and for the support.
Take my FREE Skillshare course on "Mastering Meetings" here skl.sh/3hHGmp8. You also get 2 weeks FREE access to the whole Skillshare platform, over 30,000 courses! Free training! Enjoy!
I started working two years ago for a U.S. company for the first time and got pulled into 1:1s without really knowing what they were. Watching this I'm realizing my manager(s) and I have been doing all the mistakes. Thanks for a good video, I took lots of notes! :)
Great that it was helpful Mats. I still make mistakes with 121s so am always refining them to work optimally with the different personalities in my teams.
Completely agree with the importance of routine one on one performance meetings.
Yep. Cancelling regularly sends a bad signal. And if your manager is cancelling your 121s all the time it's often a sign that they don't want you around any more.
I agree - don't cancel unless very necessary. The meeting may not be a priority to you as the manager but your direct report may be very keen to discuss their goals/progression in the company and is hoping to have the opportunity to do so with you in the meeting.
Yep it sends a really bad message. And if your manager is regularly cancelling then it shows they are not very engaged with your development or career. Or might not even be engaged with their own job as a manager. Thanks for the comment!
Yes I have 1:1 with my manager as well as my team
That's great and a sign of a healthy relationship with your colleagues. Let me know if there's anything you do that you think makes them productive meetings.
come across your video when searching for tips for 121 meetings! Thanks for the helpful tips:) On the let it all out point, what if it involves me not working so well with sb in the team becoz of different working styles?
Hi - thanks for the question. If I'm the manager then any team issues like that are certainly things I'd want to know about so I can form plans and work with you to help make things better. Much better than your manager not knowing about it as that's how things get much worse. Let me know how you get on.
Yes I do on monthly bases
Very good. Keep it going. Many managers don’t bother so well done that you do so regularly.
Hey, do you have any advice for my specific situation? I took a risk by accepting a position because they were "urgently hiring" and it surprisingly started off really well. Now I get chewed out by this manager every day she's there. She's literally the only one that chews me out, and it's smack in the middle of a rush. I overheard her talking to some other managers and apparently she doesn't know much about a kitchen and is still learning herself (meanwhile I've actually had like 4 years of restaurant experience between kitchen and food prep, I will admit the kitchen is like 2-3 times bigger than what I worked before and the way they want things done is 2-3 times more complicated with an insufficient amount of Merry Chef's. I even have a responsibility for two lines because of my restaurant experience and am supposed to manage appetizers while simultaneously making hoagies and etc. for the measely price of 10.50 an hour). Sometimes not sure if she's venting over stuff that happens to her outside of work and taking it all out on me. Sometimes I literally just want to quit on the spot. Please help 🥺
Yes We Do have.
Very good Saurabh - it's so important.
The video sound is pretty good, beyond my imagination
Glad you like it
Do you have or can share any template that might be useful to record, I really love the menu idea. Any tips for managing contractors, would you do anything different.
Hi Aalok. I always try and treat contractors the same way. Not everyone does that and I've had contractors react with surprise when I've scheduled one on one meetings with them. But I think it's important and helps to create one cohesive team. There's always a danger of an us and them situation when contractors are mixed in with perms, but I try and avoid that by treating everyone in the same way, with some mandated exceptions like travel / conferences etc.
@@ProductivityACE that is perfectly what I needed. Thank you.
Thank you. Be aware of your volume when recording. It’s difficult to hear you at times.
Noted. This was one of my first video so I was just getting to grips with the process. I've solved the volume issue in other videos I hope.
ask where you can get a good juicy burger and then a nice creamy cheesecake afterwards. I like this method!
yes
informative video. thanks. As a manager, how would you approach for an ask about promotion from the employee. You know the employee is good, but you dont have scope to accomodate him that soon.
Hi Saroj. That's a good question. Not an easy one for the manager to give a convincing answer to because, as you mention, the scope for promotion is often out of the manager hands.
If I'm asked about promotion chances, I tend to make sure the employee knows all of the criteria for promotion, and I ask them to review themselves against the criteria. We then speak about the number of slots available for promotion and try to come to some idea of whether they are real contenders or not. On most occasions we both agree there is more work to do. If they do have a genuine case then I use that to engage in the official process. It's a tough one - I'd love to promote all my team when they deserve it, but it is usually decided at a higher level.
Prepare to lose them
Love it! I work in a global role - diverse remote team ( UK, Romania, Poland, Germany, India). My manager is amazing, taking time to have weekly 1:1s with every team member. Somehow, we have ticked all you tips
Very good to hear. Always appreciate it as not every manager bothers to do that.
I just got promoted to a supervisorial position. our acting manager is very hands off of us. Can i personally do one to one with my direct reports?
Yes I would always recommend it. If you have reports then show that level of leadership. Shame your own manager isn’t as engaged but don’t let that hold you back. Good luck. Let me know how it goes.
@@ProductivityACE thanks
My manager has 1 on 1's with me..but is usually 5 minutes late or rescheduled them several times, and is always checking emails during the 1 on 1
That's actually a really bad sign. It shows his lack of interest in your career development and that he regards these meetings as a chore rather than a chance to make good progress. Happy to discuss more - feel free to book one of my Career Clinic sessions and I'll gladly explore what you could do to try and fix this.
@@ProductivityACE I ended up giving my 2 week notice and told them directly in our 1 on 1.
Well done. You deserve better. Good luck with the next role.
I can’t stand when people ask questions about my weekend or how I’m feeling at the beginning of a meeting it seems so disengenuous
Hi. I'd look to reframe that thought in your own head. Couple of reasons. 1. What if the person genuinely didn't care at all about how you're feeling, I imagine that would be a worse situation. And 2, there are many more important things to use your own mental energy on than this. Being able to control what you spend your own energy on can really help with stress management and removing the clutter that tends to fill up all our minds. Thanks for watching and for the comment. I appreciate the support.
I need some tips regarding... English speaking in office!!
What help do you need?
@@ProductivityACE I need some training how to speak fluently in office and how to approach co employees and leads if I want to mingle with them
Do check this second video for MORE tips for mastering One to One Meetings! ruclips.net/video/_NeK5nfL8CI/видео.html
I will have 1:1 with my boss soon. She wanted me to prepare what i want from her
and the team in order to feel ok to sharing and asking questions and tell her one thing I feel will get in the way of the that? I don’t know what to answer. It’s will be my first time for 1:1
Hi. It's a good sign that she's so open to input so I'd take that as a positive. I would just prepare what you'd like from 121 calls to make your life easier. E.g. do you want some to be dedicated to career advice & mentoring, how much do you want to talk about personal aspects etc. Basically be confident and outline how you'd like the interactions to go. But overall that's a positive sign so don't be nervous. Let me know how it goes.
@@ProductivityACE I really appreciate your answer!
No worries. It takes time to build up the relationship and might feel odd at first, but the more you keep it going the better it will be. Good luck.
Check this playlist for helping new managers thrive and develop into leaders. ruclips.net/p/PLmNxuCh-08kVHRJpD275nFlUyPxoXodwu
50% OFF our Mastering Meetings Udemy course for a limited time
www.udemy.com/course/mastering-meetings-a-definitive-guide-to-amazing-meetings/?couponCode=MEET50
I found the audio to be quite low on this one. Thanks for the information though.
Thanks for the comment. Yes this is one of the older videos when I was more or less learning how to produce content. I've improved every aspect in newer videos. The info is still valid though so I do hope it helped. There's a second video about one to ones here ruclips.net/video/_NeK5nfL8CI/видео.html - that adds even more info and may be of use.
I need a 1 to 1 meeting agenda template. Does anyone have one?
I wouldn't be so rigid as to have a set template. As the video mentions, have a loose structure to the meeting but make sure you're both getting what you want out of it. Priority to be given to the employee to set the agenda as the time is critical to employee and career development. Let me know how it goes.
Can’t hear - pls increase mic volume or in software
This is one of my first videos. The audio quality is a lot better in other videos.
I have seen where this has been a negative thing to be involved in and witnessed it be a termination of ones employment. Even if that employee said the truth.
I’d hope that any termination was via one to one meeting anyway. Sometimes it’s a lot worse and by email or text. Thanks for the comment.
I don't, but really because it's awkward
That's part of the problem. Yes it is awkward, at first anyway. And yes it is hard work. But for a manager it's an absolutely essential part of your job. I'd recommend taking action. Everyone will benefit.
I hate having a boss.
I think we'd all like to work for ourselves if we could. But it's not possible for many people, so bosses or managers are part of life. And if you get a really good boss then the experience can actually be very positive indeed, and much better than working for yourself. That's why channels like this are trying to teach people how to be great managers and to understand the responsibility they have. If you hate having a boss it would indicate to me you've not had someone who really empowers you to be your best. Thanks for the comment and for the support.
What If the employee doesnot find any value at the 1:1 🤣
Then it’s up to the employee to determine how they can change things to get value. Employees need to take charge of their own career
Hii
Hi to you