One cannot hire a hand, the whole man always comes with it.
Peter Drucker
Since our last article, we’ve had interest in 1on1 meetings – why have them, how often and what should be accomplished.
WHY
We all know a person’s engagement, retention, and performance depend on their direct manager, leader or coach. In fact, a good relationship is the number one factor in job satisfaction, followed by well-being.
HOW OFTEN
More importantly, weekly one-on-ones, especially during uncertain times, lead to a 54% increase in engagement, a 31% increase in productivity, a 15% decrease in burnout, and a 16% decrease in depression among employees.
WHAT
1. Humanise – spend time authentically understanding the person
2. Clarify Strengths and Supports
3. Agreed Responsibilities & Results (Commitment & Accountabilities)
4. Belonging & Engagement – Reward, Recognition, Voice, Choice, Learning & Legacy
5. Ten Key Questions – A pulse check on performance.
We have developed a practical worksheet for effective One-on-Ones. To receive a copy, email download@marv.com.au
*(Diane Gherson and Lynda Gratton, Managers Can’t Do It All – March-April 22 Harvard Business Review)
Getting Ready for EOFY: Your HR Action Plan
As we approach the end of the financial year, it’s time for HR teams to shift into high gear. While EOFY traditionally focuses on getting books in order, it’s also
