Organizations everywhere are urging or requiring managers to hold regular 1:1 feedback meetings with their employees, but often without preparing managers to properly plan for and conduct these sessions, which should be more about soliciting feedback from employees rather than providing feedback to them. Discover how to effectively incorporate this employee relations strategy to effectively engage employees, build manager/employee relationships, and positively impact employee retention.
Take your organization’s performance management approach to the next level and enhance the employee experience by implementing 1:1 feedback sessions in your organization the right way.
Not “just another meeting,” effective 1:1s should be an open exchange of information between employees and their managers that can boost employee engagement and retention while also building a positive, constructive culture defined by open communication.
The main point of 1:1 feedback meetings is for managers to solicit meaningful feedback from employees. As such, these sessions should not be manager-driven but rather should be structured to provide employees with time to truly be heard by their boss and engage in constructive two-way dialogue to take place.
Why? Because employees don’t all have the same concerns, interests, or needs. What managers and employees learn through effectively structured and conducted 1:1 feedback meetings can not only serve to establish effective supervisory/subordinate relationships but can also lead to increased job satisfaction, employee engagement, and productivity, while also boosting bottom-line results.
