One On One Meetings With Employees

One-on-one meetings with employees are a crucial aspect of effective leadership. Organizations spent countless hours, money, and other resources trying to find the most qualified talent on board, and then spent more money to keep that talent motivated and engaged. And yet, the single most time time-efficient and effective way to invest in the growth and development of employees is a simple feedback session with their direct supervisor.
In this episode, we will delve into the three main sections that make up a successful one-on-one meeting: expectations, feedback, and growth and development. By following this structure, you can ensure that your meetings are productive and meaningful, leading to improved performance and employee satisfaction.
0:00 Introduction
1:57 Expectations
4:27 Feedback
6:06 Growth
9:00 Conclusion
One-on-one meetings with employees are a valuable investment of time and effort. By following the threefold structure of expectations, feedback, and growth and development, you can create a supportive and engaging work environment. Candid and honest conversations in these meetings can lead to faster growth and better results than formal annual reviews or performance improvement plans.
Remember, the order of the three sections is important, as ending on growth and development helps make the conversation forward-looking and motivating. By setting clear expectations, providing constructive feedback, and supporting your employees' growth, you can foster a culture of continuous improvement and help everyone on your team do their best work ever.
//DO YOUR BEST WORK EVER
If you liked this video and you want to help your team do their best work ever, check out the free resources we've compiled at davidburkus.com/resources
//ABOUT DAVID
One of the world’s leading business thinkers, David Burkus’ forward-thinking ideas and bestselling books are helping leaders and teams do their best work ever.
He is the best-selling author of four books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, USAToday, Fast Company, the Financial Times, Bloomberg BusinessWeek, CNN, the BBC, NPR, and CBS This Morning. Since 2017, Burkus has been ranked as one of the world’s top business thought leaders by Thinkers50. As a sought-after international speaker, his TED Talk has been viewed over 2 million times. He’s worked with leaders from organizations across all industries including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy.
A former business school professor, Burkus holds a master’s degree in organizational psychology from the University of Oklahoma, and a doctorate in strategic leadership from Regent University.
//SPEAKING
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//MUSIC
"Appreciate That" by David Cutter www.davidcuttermusic.com

[@DrTLEvans]

Ugh! I hate my one on ones. Now I see why🤦🏽‍♀️. Thank you, Dr. Burkus!

[@DavidBurkus]

Glad it was helpful.

[@jacksoncalame1613]

Well done on this and all that you do. I'm a big fan of The Effective Executive and The One Minute Manager and your advice aligns really well with both. I appreciate how you've broken down this structure and how well you nurture professionals to the truth. I'd love to feature you on my podcast if you're open to it.

[@DavidBurkus]

Thanks Jackson!

[@aaronrs2002]

One boss I had proclaimed he has never, nor will he ever give anyone an annual assessment above "average". His theory was nobody ever goes beyond "meeting expectations."

[@MNP208]

I once had a supervisor announce "we are not going to be easy graders this year". Of course. staff interpreted that as "there is no incentive to go above and beyond". I believe managers adjust merit increases according to budget. It doesn't really matter how you perform.🤷‍♀

[@DavidBurkus]

Wow. Just....wow. I can certainly understand the idea that most people on your team will perform at average. But all?!