One On One Meetings Increase Employee Engagement and Retention

One on one meetings between managers and employees have always existed. However, they are getting […]

One on one meetings between managers and employees have always existed. However, they are getting much more attention lately. I believe that’s because there’s a real focus on high performance and bottom-line results. Totally makes sense. Why not use regular communication to help strengthen performance?!

But, organizations need to remember that the one on one meeting only becomes successful when managers and employees have a good meeting. I know, this sounds very basic, but when we read about all the unproductive meetings that take place, it’s doesn’t make sense to assume that managers and employees know exactly what to do in a one on one meeting.

If organizations want managers and employees to have productive one on one meetings, they should offer some training and guidance on how to conduct them. And not just for managers. Employees are 50% of the meeting and they need training too!

Over the past couple of months, I’ve been working with our friends at The Workforce Institute at UKG to outline the elements of a successful one on one meeting. I hope you’ll take a moment to check these articles out. Bookmark and socialize them around the office.

One-on-one Meetings: A Manager’s Guide

One-on-one Meetings: An Employee’s Guide

These two articles share a blueprint on how to prepare for a one on one meeting. Feel free to use it as creative inspiration for a microlearning session. It can also be used to create a meeting agenda template. The goal is to get managers and employees to start scheduling, planning, and participating in productive meetings. Because when they do, everyone wins.

Organizations want high levels of performance. That means managers and employees need to have regular conversations. And they need to be good conversations. The result will be trusting relationships, higher productivity, employee engagement, and retention.

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The original article can be found at: HR Bartender