Nonetheless, it’s an important opportunity for managers and employees to look back at the year to discuss growth, areas of opportunity, and future fit within the organization. This topic is one that is most likely a regular part of your performance strategy. The annual employee performance review is a common conversation between managers and their direct reports. Purpose: To explore past performance and help set goals for the future.
What metrics/milestones should I use to make sure I stay on track?.How can you keep me accountable for achieving goals and results?.What other projects or tasks can I work on?.How will my success be measured on this project?.Which of my projects or tasks is the highest priority to our company?.
Can I update you on my projects or tasks?.Manager Prep: How would you respond to these questions? This provides an opportunity for managers and employees to discuss goal progress, obstacles, and any feedback they may have recently received. Managers should conduct performance conversations at least quarterly after initial goals have been set. Having regular conversations about employee performance allows managers to quickly see what is hindering or impacting performance and coach to make immediate adjustments. A lot can happen in a year, let alone a quarter, a month, or a week. But these conversations aren’t held as frequently as they could be. Purpose: To stay up to date with progress on goals, projects, and other responsibilities.ĭiscussing employee performance is second nature to most. Resources, work environment, and productivity 10. In this blog you’ll discover 14 one on one meeting topics you should be discussing, including:ġ. While these conversations are often centered around employee performance, they can and should be about a lot more than this.Įffective one on one meetings can involve sharing ideas, working through feedback and obstacles, and further discussion of performance, goals, and growth. In a world where texting is the primary form of communication, it’s not always easy to build an authentic relationship with your employees.Įnter the one on one meeting. 1-on-1s Increase clarity and communication.Succession Planning Capture and develop successors.Talent Reviews Make strategic talent decisions.Uncover engagement obstacles and opportunities