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Yes, but do it in the shared document where they can see what you’re writing. Try adding 1-2 topics before our next meeting, even if they feel small. Keep asking good questions to fill the time and show them what valuable topics look like. Running effective one on ones comes down to consistency, genuine listening, and making it about them, not you. Start with more personal connection since you’re not bumping into each other at the coffee machine. Whatever it is, you can’t fix it without understanding it. Is there anything that would make it easier to share what’s really going on?
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It’s important to keep the list relevant and concise to ensure effective use of time. Determine the essential topics that need to be discussed during the meeting. The focus could range from professional growth and progress updates to resolving any challenges faced by the employee. The goal is to make sure these meetings are frequent and regular enough to be beneficial, build trust, boost performance, and facilitate open communication.
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If it comes up during the meeting that the employee requires help, resources or additional training, ensure that you follow through. If the traditional discuss-assign-review meeting structure seems too rigid or ineffective, get creative! A little small talk can help both parties ease into the discussion. It also provides an opportunity to align their aspirations with the company’s objectives, promoting a shared vision.
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