Most managers have one on ones with their teams.
But here’s what separates the best from the worst 👇.
Average managers organise one on ones from time to time.
Highly effective managers schedule them in advance. And stick to them.
The least effective don’t have them at all.
Or – worse – they schedule them and either don’t show up or regularly postpone or cancel them.
One-on-ones are fairly common. Most managers realise they should organise them.
Unfortunately, what’s also common is cancelling or postponing them. Often because the manager thinks they’re too busy with “real work”.
This says to their team members, “you’re not that important to me”.
But what is a manager’s “real work” if it isn’t to manage their team members?
And how could we possibly do that well if we’re not regularly meeting with and coaching them?
So, we must prioritise regular and frequent (fortnightly, at least) one-on-ones.
If we have to shift the occasional one, that’s ok. Just make sure the norm is to prioritise them.
Then, when there is a genuine emergency:
- Explain in advance why you can’t make that time; AND
- Reschedule it, don’t cancel it
Want to know more about how to run a good one on one?
Download the free Impact Society Guide to Great One-on-Ones.
