BENEFITS OF ONE-TO-ONE MEETING

Successful leaders use one-on-one meetings as a key strategy. These quick, weekly check-ins, when done effectively, boost employee performance and result in measurable ways. As a leader, 1-on-1s provide you the chance to get to know your colleagues on a deeper level, giving you better access to unfiltered information.90 minutes of your time can enhance the quality of your subordinate's work for 2 weeks, or for 80+ hours" This will allow you to improve overall performance and drive results for the entire company.

Here are specific benefits of these 1-on-1 meetings:

1. Boost employee efficiency.

You may help your team achieve the best Return on Investments by helping them prioritize tasks and activities effectively during one-on-one sessions. It would also save you time during the day by allowing your team members to write down their questions and discuss them in bulk during one-on-one meetings, saving you time from constant interruptions.

2. Identify and solve potential issues proactively.

There is no such thing as a great team, and each one has areas for improvement and difficulties to resolve. Many productivity and interpersonal challenges will arise as a result of attaining your company's goals and mission. You certainly want to figure out the crucial ones as soon as possible.

Some managers may argue that they have an open-door policy and so do not require separate 1-on-1 meetings. They claim that employees can come to them at any moment with questions or concerns.

Even while it appears to be a good idea, in theory, it rarely works in practice. Most issues and tensions develop gradually over time and are difficult to detect unless you speak with your team in detail. And these problems are only discovered after it is too late.

Regular talks with your team and asking the correct questions can help identify problems (or suspicions about difficulties) before it's too late to solve them. Such as hiring challenges, team member tensions or conflicts, productivity issues, team blockages, process inefficiencies, waste or resources, and so on.

3. Career growth discussion

Employees are constantly considering their future careers. They want to know how they can improve, how they can develop more quickly, and what possibilities for professional advancement they may expect in your company. Regular 1-on-1 interactions can help you address these issues and ensure that you're on the same page in terms of career advancement.

4. Build trusting relationships

Employee engagement and performance are built on the foundation of manager-employee interactions. Employees who meet with their supervisors on a regular basis are nearly three times (69%) more likely to be engaged at work and nearly three times (65%) less likely to leave, according to a Gallup survey.

Building relationships, on the other hand, does not happen overnight. You should devote time to getting to know your coworkers, just as you should devote time to getting to know your partner and friends. You can't expect to establish close relationships with your coworkers if you only see them during daily standups, quarterly team building, and yearly performance assessments.

As a result, many businesses have abandoned annual performance assessments in favor of more frequent check-ins and feedback conversations with team members. One-on-one meetings are one of the most effective ways to accomplish this.

5. Share feedback

Regular one-on-one sessions are good for giving and receiving feedback. First and foremost, because it is standard, and second, because it is intended to generate feedback-related inquiries.

It's not always easy to ask for and get feedback. Having a timeframe set aside for this lowers the barrier to bringing up critical issues and opinions.

Never rush your one-on-one meetings; set aside adequate time to engage and have long, meaningful conversations. As Andy Grove pointed out, "the subordinate must feel that there is adequate time to broach and go into difficult problems."

Summary

Leaders use one-to-one meetings to get to know their employees on a deeper level. When done effectively, these weekly check-ins boost employee performance and result in measurable results. Some managers may argue that they have an open-door policy and so do not require separate 1-on-1 meetings. Employees who meet with their supervisors on a regular basis are more engaged and less likely to leave. One-on-one meetings are one of the most effective ways to get to know your coworkers. Set aside adequate time to engage and have long, meaningful conversations.