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)
Employees facing friction are 51% less likely to stay, with significantly lower mental wellbeing, engagement, and performance
WEEKLY INSIGHT Today, we want to dive into some insightful findings from Qualtrics’ sixth Employee Experience Trends report, which gathered perspectives from over 35,000 employees around the globe. Among these