01295 768820 or 07446 208784

Improving employee performance through one to ones.

One to ones are regular face to face meetings between you and your team members. Through regular one to ones you can monitor and manage performance by communicating goals and discussing progress and outcomes.

Building employee engagement is the responsibility of the line manager or supervisor. One measure of employee engagement is the level of communication between the employee and the organisation. You can help to establish a culture of dialogue in the organisation by holding one to ones with your team members.

Key facts

  • Regular – Every 4 to 6 weeks
  • Face to face
  • Job focused – Projects, tasks, performance, issues
  • Recorded – Brief notes of discussion shared – actions agreed and noted.
  • Timely – about an hour
  • Quiet location – Private office or meeting room

Benefits of one to ones

  1. Your one to one’s offer an exclusive opportunity for you to speak openly with the individual usually away from their office or work station. The agenda is job focused enabling issues to be raised and feedback exchanged
  2. It’s a two way process so individuals can be offered the space and encouragement to raise issues affecting their performance and that of the team and organisation.
  3. The one to one process enables you to monitor progress on tasks and projects in an open and timely manner. It provides opportunity and time to reflect on progress, to revise action plans leading to improved goal achievement.
  4. As the focus of the discussion is job related, you have the opportunity to raise performance issues and to record actions required for improvement. This data can be used to support the annual performance appraisal process the start of the capability process with a poor performer. Equally good performance and praise should be identified and shared giving the employee and manager a standard to live up to.

How to implement one to ones

Ideally get the team together and explain the process and benefits. Diary the first meeting with each individual so they know you’re serious.

At the first meeting discuss the process again and address any issues or concerns raised by the individual. Set the scene by talking about their current role, responsibilities, projects and issues arising

Be brave – ask the question “How can I help you to do a better job” – listen and take action.

Agree dates for future meetings and put them in the diary.

Keep notes of what was discussed and actions agreed. Share them with the individual so they are clear about what is expected.

The one to one process enables you to speak directly with your staff informally on work related issues. It enables you to exchange feedback with individuals and to work with your team to focus actions on goal achievement.

Finally, please feel free to contact me to find out how I could help further develop your business through training or coaching you or your managers.

Share This

Share This

Share this post with your friends!