Until I became a team leader, I had been treating one - on - one meetings as a formal element of work only. In spite of my appreciation for the HR Manager, I didn't usually focused on giving feedback. Nowadays, I believe mutual exchange of plans, priorites between two people provides a great value.
One on one check - in meetings as a professional tool should be a vital part of the performance management process. The conversation which takes 30 - 40 minutes should be held between the team leader and a team member. They discuss the process of reaching work goals, analyzing what is going in the right way and what is needed to change. It's a time to talk about work being done in the moment. On the other hand, it could be an opportunity to build the long - term strategy of work. The converations should have a regular rhythm and be set in a private atmosphere.
The advantages of regular meetings for the team leader:
- supervising team member's performance of work
- not allowing to forget about mutual plan include short and long - term goals
- reacting on any issues in the right time
- helping to keep people engaged
- making the stronger relationship between people
One on one check in's gives a lot of advantages for a team member:
- helping to understand the role with the strategy of work in the background
- knowing what is going well and what is need to change
- helping to adjust if something going wrong
- signalling that a team member has a important voice in any issues
If you don't forget to have conversations, give feedback, observe and analyze your team's performance, it could be the sign you're on track to motivate people. Without regular one - on -one meetings, both positive and negative feedback is hidden, which could be the worst - unexpected issues could arise.
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