Once you have scheduled 1-on-1s with your direct reports, you need to ensure that the time is useful — for them and for you. How do you do that, especially when the meeting is supposed to be their time, yet the inevitable power dynamic makes it awkward for some direct reports to “lead” the meeting?
In addition to asking your direct report to set the agenda, you can come armed with a few thoughtful questions of your own. This list can spur ideas to:
- Start the meeting
- Gauge job satisfaction.
- Address career development.
- Gauge how the person is feeling about the company.
- Gauge how the person is feeling about the team.
- Check in on how the person Is coping with a recent change at work.
- Learn more about a project.
- Learn your direct report’s biggest challenges.
- Draw out an issue.
- Coach your direct report on a problem.
- Promote continuity between meetings.
- Enliven your 1-on-1 if they stuck in a rut or are ineffective.
- Address your direct report’s personal life.
- Ask for feedback on the 1-on-1s and on your performance as a manager.
