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)
The MarvinHR De-Brief – Episode 2
Interview Insights: During job interviews, we pay close attention to the micro-expressions, subtle cues, and
