The benefits of one-to-one meetings

When an individual consistently puts in a lot of effort and delivers good results, it’s disheartening when their hard work isn’t acknowledged. If they feel like they’re being taken for granted, this leads to a perception of being undervalued and causes lower motivation, impacting not only the individual, but also the company as a whole.

Organising one-to-one meetings with employees is an important part of forming a good relationship with your team, as well as managing a useful ongoing feedback model. Helping individuals with their personal development plan is the key to motivating them to give their best performance. Failing to identify development objectives at work and not helping employees to achieve them can have a negative impact on your business, as well as their wellbeing.

A study by Ciphr revealed almost one-third of employees wouldn’t be interested in working for a company that didn’t invest in training and development. Since 2020, 30% of adults have changed their job and even the industry they work in because they have felt dissatisfied with their personal development and lack of training.

Purpose-built training rooms hire allows your company to take advantage of the best technology and a private space to carry out these all-important sessions.

Benefits of one-on-one meetings

When a manager organises uninterrupted time with a member of the team, it gives them an opportunity to discuss aspects of the job that may otherwise be overlooked on a normal hectic day. Many companies today prefer to organise meeting room hire rather than holding an informal meeting at work, as not only does this afford the opportunity to talk freely without interruptions, but it also shows team members that you care enough to take time out of your schedule to discuss their career face-to-face.

Managers have an opportunity to get to know individuals on a personal level, chatting about all aspects of the job, their career goals, professional growth opportunities, interests and any relevant topics that come up. This is an important way of engaging employees, boosting their motivation and investing in their long-term future within your organisation.

At the meeting, both the manager and employee have a joint responsibility to be open and frank with each other to achieve the most effective outcome.

Building trust

One-to-one meetings are an opportunity to build trust and form lasting relationships. Research shows that employees who feel trusted perform at a higher level because they feel more confident. When a manager and an employee have a good relationship, the employee is also more likely to be frank about any issue either at work, or in their personal life, that could impact their performance.

Improving performance and driving development

An annual or bi-annual performance review may not be enough for an employer to keep a handle on productivity and the team’s ability to meet individual and group goals. Regular one-to-one check-ins every month or fortnightly gives both parties a chance to give a progress report and voice their thoughts on how everything is progressing.

A Gallup study of adults’ work goals and expectations revealed 87% of millennials valued employee development in their job and believed one-on-one meetings were the ideal way of achieving this. They viewed meetings as the perfect time to discuss their own professional development and the opportunities within the company.

When a manager shows interest in their aspirations and helps them to move forward, they are happier at work, more productive and less likely to leave.

Problems of poor meetings

When you have a routine of one-to-one meetings, stick to it and don’t leave individuals feeling let down. There are some common pitfalls that cause dissatisfaction, such as skipping meetings. If either party cancels, it implies they aren’t interested and don’t appreciate the other person’s input and time. One-to-one meetings should be a priority on everyone’s calendar, no matter how busy you are. Even a short meeting is better than no meeting at all.

Rushing through feedback is another common mistake. As a manager hosting a meeting to evaluate a team member, you must provide thoughtful feedback delivered in a constructive way. Familiarise yourself with the best way to deliver and receive feedback, remembering it’s aimed at helping a colleague, rather than giving a damning opinion on their performance if there are some negative points.

Allow your employee to steer the conversation if their performance has been below par, encouraging them to let you know if something at home is impacting their job. Never let it seem like a personal attack on any individual. It’s meant to help, so remind employees that’s why you’re here.

Ensure you listen properly, as a common complaint is that a manager is rushing through the meeting and giving their views, without waiting for a response. While one-on-one meetings can be a more informal check-in, or a formal appraisal session, both are equally important, but need structure to ensure their success.

Book a meeting room in London to escape the hustle and bustle of the office and let employees know they’re a valued member of the team. Sitting together and chatting on a regular basis will build a trusting relationship, as well as helping both parties to stay informed.