Great post. You definitely need a structure and to let people know what will happen in the meeting.
Before starting one-to-ones it's also a good idea to tell the team what they are, why you're having them and what will happen. A form for the team member to complete is a great way to implement the structure.
Putting goals and KPIs (including training & career goals) at the end of the form keeps them front of mind too!
Thank you - valuable toolkit for anyone leading teams. A good system I found works is to alternate WIP meetings with one-on-ones on a fortnightly basis. WIPs are project update focused, one-on-ones are development focused and in-person, for hybrid team members, or FaceTime away from desks for fully remote team members. The change of setting signifies a change in purpose and meaning, and the fortnightly rhythm is enough time for people to take the developmental actions they have committed to. It helps to create a culture with a strong focus on learning.
Great post. You definitely need a structure and to let people know what will happen in the meeting.
Before starting one-to-ones it's also a good idea to tell the team what they are, why you're having them and what will happen. A form for the team member to complete is a great way to implement the structure.
Putting goals and KPIs (including training & career goals) at the end of the form keeps them front of mind too!
Great suggestions, Wendy! Thank you.
Thank you - valuable toolkit for anyone leading teams. A good system I found works is to alternate WIP meetings with one-on-ones on a fortnightly basis. WIPs are project update focused, one-on-ones are development focused and in-person, for hybrid team members, or FaceTime away from desks for fully remote team members. The change of setting signifies a change in purpose and meaning, and the fortnightly rhythm is enough time for people to take the developmental actions they have committed to. It helps to create a culture with a strong focus on learning.
Great idea combining WIP with 1:1s Thank you, Kamm