Management - 1on1 (1on1 (should be about (performance (reinforce on-target…
Management - 1on1
feedback as a tool
how to receive
request time to follow-up
say thank you
listen to understand (active listening)
remember the benefit
stop your first reaction
how to give
what is one thing that I could do to
what should i stop doing?
what can i do differently?
what can i do better?
how am I doing?
shoud not be about
day to day work
should be about
6% of managers are highly skilled about having conversations about performance
redirect off-target performance
reinforce on-target performance
direct feedback. general observation. specific behavior. positive impact
Managers account to 70% variance in employee engagement scores
Employees whose managers hold regular meetings are 3x as likely to be engaged
25% feel 1on1s are ok while 75% not
What is performance?
How to have high impact?
Acting as a performance coach
Aligne set exceptations guidacne, develop, recognize towards achieveing the goals
Know how to ask the right questions
Give clear and effective feedback