One to One’s in 7 Simple Steps

In this Manager’s Guide on the 7 Simple Steps to One to One’s we’ll provide you with a framework which you can follow to ensure regular and quality dialogue with your teams.

It is well known that holding regular One to One’s with your employees are part of creating an engaged workforce. An engaged employee is naturally more loyal towards company values. They are also willing to go the extra mile to ensure the company achieves success

  • To motivate and engage employees by taking a personal interest in them and their performance
  • To support and coach employees to ensure focus on business priorities and to address any issues promptly

Recognise the different types of one to ones that can take place, face-to-face, virtual and just ad hoc. Know when and what to document during a one to one and consider the style, purpose and what should be covered. Below is a list of the sort of topics that may be covered during a one to one but it isn’t exhaustive:

  • Positive feedback or constructive development points
  • Performance against objectives, targets or KPI’s
  • Coaching and ad-hoc support
  • Ad-hoc / tactical issues
  • Development needs or career aspirations
  • Performance improvement needs
  • It’s also a great opportunity for the employee to address any issues that are on their minds

Consider how you prepare for a one to one to get the best out of your staff, how frequently they should take place, what the best environment is to host a one to one and of course where and how to document a one to one effectively.

To read the complete Managers Guide on 7 Simple Steps to One to One’s complete the form on the right and download today.

You may also be interested in one of the following Managers Guides

Manager’s Guide to Objective Setting

Manager’s Guide to Appraisals

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