Today, an increasing number of companies move away from annual performance reviews towards a culture of continuous feedback. This results in the implementation of frequent one-on-one meetings between employees and managers. This new management method comes straight from the US where, for several years now, managers have been much more attentive to their employees than they were before. Those one-on-ones are a precious moment entirely dedicated to the personal development of your employees so that they find their place in the company but also the meaning to their work. And it works !

Frizby gives you five benefits of implementing frequent one-on-ones in your company.

One on ones allow you to communicate regularly with your team

Of course, as a manager, you talk to your team every day. But talking with them and talking about them are two different things. Regular and personal communication with each member of your team on a near-weekly basis will allow you to discuss topics that are important to them but that will also allow them to be more fulfilled in their work. This is especially true if you need to manage a remote team. One on ones allows you to have a real connection with each employee, which is then beneficial for your whole team.

Individual interviews facilitate continuous feedback

Without regular 1:1, the annual performance review is the only way for your employees to get feedback on their work. But performance reviews are your employee's most dreaded moment. It is the only time of the year where the employee puts on his boxing gloves, steps into the ring and tries to negotiate his salary or a promotion. Which makes it the worst moment to receive feedback and have an honest conversation about your performances.

Regular one on one meetings allows your employee to benefit from continuous feedback and therefore to get feedback from the manager on his work. It is also the best way for an employee to discuss important topics in a privileged moment with his manager. Finding solutions to problems during a weekly interview makes sense. Doing it once a year doesn't.

One-on-Ones develop a sense of belonging

79% of resignations are caused by a lack of recognition. Developing a sense of belonging in your team is not easy, but it goes mainly through listening. One-to-one is here to help you spend time with your employees and to devote personal time for them. The manager reflects the image of the company and therefore, taking the time to give time via One-on-One allows you to show your employees that you are satisfied with what they are doing, open to criticism or to show that the work they do makes sense for the company but above all for them. Recognition is the best way to ensure that your employees develop a sense of belonging to your company.

Anticipate explosions at work

Explosions at work, such as unexpected resignations, a sudden burn-out or a growing malaise of a member of your team, is what any good manager wants to avoid. One-on-ones are here to help you anticipate them. Those meetings shouldn’t aim at measuring individual performances each week but rather to listen to vital signs and take each employee's temperature. It makes it way easier to anticipate any possible problem. One-on-ones are probably the richest source of information at your disposal to understand your teams. Not using them is to put aside a great management tool.

One on Ones reduce turnover

A lack of recognition, a burn-out or simply a malaise at work can have significant consequences not only for your employee but also for your company. A member of your team doing a fantastic job may resign for these reasons. Re-engaging in a recruitment process can then be very time consuming and costly. Dealing with problems up-front to avoid these resignations is possible and One-on-Ones are a solution to regularly take the pulse of your team in order to show recognition, to share individual moments with each of your employees and thus to be able to limit possible resignations.

In a nutshell, running frequent one on one meetings will allow you to:

  1. Have meaningful conversation with your teammates
  2. Make feedback continuous
  3. Increase the feeling of belonging
  4. Anticipate explosions
  5. Reduce turnover

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