There are a number of ways managers can ensure they are doing everything they can to keep their employees happy and therefore productive. Sometimes this requires the moon, and sometimes this requires a new chair. But sometimes, it only requires a good discussion and reassessment of goals – or, an hour of your time. What’s important is that you know what it takes, and how you can reach them, and that you take action. After my own one-on-one’s with Kate Matsudaira, and a few interviews, I was able to put down in writing her method of effective one-on-one’s, and personalized management.
One-on-ones also help you establish what kind of manager you are, and need to be
One-on-one’s, at SEOmoz, are a valuable asset to all of our employees. Quite simply, these meetings are consistently regular. The frequency and Bahrain Phone Number List duration of the one-on-ones is at the manager’s discretion, however are typically weekly and at least 30 minutes long. All of the team managers at SEOmoz conduct one-on-ones, and therefore every employee has a guaranteed opportunity to voice needs and praise. They are also given the opportunity, most importantly, to assess their personal goals on a fairly frequent basis to ensure culture and happiness are in tune! Below are some useful ideas you may want to keep under your hat the next time you are in a review with one of your employees.
Present an open presence by sitting facing each other, don’t cross your arms or turn away – you want to physically appear open and receptive.
In conducting one-on-ones, the goal is to move beyond your role as a manager, and be an available ear for your teammate. In a room, with the DD Leads door closed and pen in hand, you are all ears and eyes while sitting across from your teammate, ready to discuss and resolve performance concerns, and just generally talk about work. Not only are you setting goals in these meetings, you are also tracking their progress in achieving these goals; making you their biggest fan.