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The Power of One-on-One Meetings

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.
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.
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.
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
*(Diane Gherson and Lynda Gratton, Managers Can’t Do It All – March-April 22 Harvard Business Review)

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