One on One’s… No, this isn’t a Basketball Game!

Profile Picture of Post's Author Stephanie Jens | Posted October 14, 2024

Staying connected with your team, especially your direct reports, is essential to creating a productive and supportive work environment. However, with the number of tasks to complete each day, it seems this is getting harder and harder to do. To put more focus on staying connected, a few GPS clients have introduced a concept called “one on one’s” with each of their direct reports.

These weekly, 30-minute one-on-one conversations between managers and their direct reports create a space for feedback, goal-setting and personal connection. There are a lot of online resources on how to make these meetings successful, but below are a few ideas to consider when implementing these conversations:

  1. Set a Consistent Schedule: Consistency is key! Set a regular cadence and get it scheduled on the calendar. It’s ok if something comes up and you need to adjust the day/time, but having it scheduled shows that you prioritize the relationship and your direct report’s growth.
  2. Meeting Environment: Make sure to create an environment where employees feel safe sharing their feedback. This is likely a private location, not in an open breakroom. Encourage feedback with active listening, direct eye contact, note taking and asking clarifying questions.
  3. Keep a Meeting Structure: A suggested structure is 10:10:10. The first 10 minutes are for the employee to share what’s on their mind; it could be personal, work, whatever. The next 10 minutes are for the manager to coach, give feedback and delegate tasks. The final 10 minutes are for the future; use this time to talk strategy from their role on the farm and how they can grow within their position. Some great ideas can come out of these final minutes, so try not to skip it!
  4. Finish with clear action items for both parties: Remember, this isn’t just on the employee; make sure you are creating action items for yourself with the feedback they provided. Good action items should be specific, include a deadline, and have a responsible party that is held accountable to get the action item completed.
  5. Follow-up: If you have set up weekly meetings as suggested, the next one-on-one is a great time to review the progress or completion of any action items. However, sending a follow-up email with key takeaways or additional information is a great way to stay connected with employees in between meetings. Don’t forget to celebrate the success and progress made on each action item!

Remember, each direct report is different, so try to adapt to match each individual’s communication style and personal differences. Although these meetings are primarily professional, use them as a time to show genuine interest in your employee’s well-being and personal growth.

I know… I know…. you are going to say “who has time for all these meetings?” Well, these meetings have shown to decrease the number of questions for managers throughout the week as employees know they have a scheduled timeslot with their manager to address any questions and concerns. This can end up being a time saver for all involved.

To conclude, effective one-on-one conversations with direct reports are a powerful tool for management. By focusing on consistent, open communication, balancing short-term and long-term goals, and providing actionable feedback, managers can create a supportive environment where employees feel heard, valued and motivated to grow. This will help to create loyalty, trust and a sense of belonging that will spread throughout the team. It might just be the slam dunk you are looking for!

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