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Making one-on-one meetings successful is equally important for both employees and employers. But the onus falls on the employees to ensure they make the most out of these sessions. However, mistakes do occur from time to time. Here’s what some entrepreneurs have to say regarding their own mistakes in one-on-ones.
Managers Talk More
One of the biggest mistakes I’ve seen a lot of managers make is to talk more than their team members, said Patrick Wilson, Hiring Director of Skill Courses. This rookie manager mistake is much more common than you think. Managers should collect feedback and let their team members do all the talking in a one-on-one meeting. The manager’s role is to guide the conversation and not lead it. If they do all the talking, how should the team member give feedback about their work, culture and pain points?
Not Scheduling Enough Meetings
More often than not, managers make the simplest mistakes that cost them more when it comes to one-on-one meetings. The worst is to not schedule or do it very rarely. Two to three meetings a year are not going to benefit anyone in the company, shared Dan Shepherd, the CEO of VEI Communications. Nowadays, it can be like shooting themselves in the foot when employees are looking for growth opportunities. Refraining from setting up personal meetings can backfire in the modern industrial setup.
Not Discussing More Opportunities
Managers often confuse one-on-one meetings with a status update on a project from employees. In reality, it’s exactly the opposite. Instead, they should be discussing any concerns the worker might have. These can be small issues like fixing the water leakage to lack of team communication. Additionally, it’s best to discuss growth opportunities with employees, so it has a productive outcome, said Shaun Connel, CEO of Writing Tips.
Interruption During the Session
Oftentimes, managers talk too much during one-on-one meetings and make it about themselves. They don’t allow employees to speak and often interrupt them during the session. Managers need to understand that the meeting is not an opportunity for them to rant about the current economic situation, shared by Susan Gagnon, Designer at Costumes Heaven. Instead, it’s an opportunity for them to actively listen to employees and understand their concerns. A manager should start by asking a question, wait for the individual to understand then answer it accordingly.
Not Keeping Track of Old Discussions
The most common mistake managers make in one-on-one meetings is not making notes of the previous discussion. Without notes, it becomes harder to keep track of the employee’s progress, and you can miss critical information. Notes can give you a good start in the meeting, and you can follow the meeting agenda, said Greg Rozdeba, CEO of an Insurance firm – Dundas Life. It helps to remember the actions you agreed upon and displays the importance of the meeting.
Not Prepare in Advance
The mistake that most managers make during one-on-one meetings is not preparing for it in advance. As a manager, it is their job to be prepared and ready to lead the discussions. This is mainly done by asking the correct questions and paving the way for your team members to open up. But if the manager is not fully prepared, then most meetings tend to turn into awkward silences or meaningless gossip, shared by Alex Williams, CFO of Findthisbest.
