Post by moon125 on Nov 6, 2024 5:28:13 GMT -1
Such an employee development tool as a 1-on-1 meeting is effective primarily due to the way in which current problems are discussed - through dialogue. When the interlocutors - both the manager and the subordinate - hear each other, actively participate in the conversation, and try to find a solution together, the meeting brings maximum benefit.
To win over an employee, managers use various tricks: they look for a quiet place to communicate (sometimes informal, for example, in a shopify website design cafeteria or on the street), try to give the right non-verbal signs in the form of showing palms, nodding, etc. Moving a 1-on-1 meeting online deprives managers of many of the usual opportunities to win over an employee. We will talk about the specifics of holding a personal meeting online in this article.
Read also
For more information on how to improve communication with subordinates, read the article “Effective Communication During 1-on-1 Meetings: How a Manager Can Be Heard and Understood by Employees.”
Read more
Come up with an agenda together
Remote work leaves a significant imprint on the manager's communication with the team: the manager loses the opportunity to informally discuss current affairs with employees or talk about abstract topics; does not see subordinates during the working day and, accordingly, cannot observe a bad mood or depression in their behavior. For this reason, the manager cannot respond appropriately to the behavior of subordinates caused by any events.
In such circumstances, you should not come up with topics for 1-on-1 meetings on your own, as there is a high chance of raising issues that are irrelevant to employees. The solution is to involve subordinates in the process of setting the agenda. On the eve of the scheduled meeting, ask employees to list important topics, troubling issues in their work, etc. in a letter. You can jog employees' memory with the help of the following questions:
"What does your typical work day look like?"
"Tell me about some of the stressful situations you've experienced this week."
or
"What problems or tasks are most important for you to solve right now?"
The list of topics and questions from subordinates will become the basis for planning the event. Thus, each team member will receive feedback on issues that are truly relevant to him.
Offer unusual conditions for a 1-on-1 meeting
For a remote employee, the workday can be a series of video calls. A one-on-one meeting with a manager risks becoming “another one” that you just have to get through. Fatigue from endless online conferences will result in monosyllabic answers and automatic “nods” to the manager’s words instead of a full-fledged thoughtful conversation.
The situation can be corrected by removing the "stigma" of officialdom. For example, offer the employee to pour coffee and talk about current affairs from the kitchen, or go for a walk during a telephone conversation. A change of scenery and the "atmosphere" of a break will allow the subordinate to relax, perceive the conversation with the manager not as part of work, but as a rest.
Fill the information vacuum
Remote work can create a feeling of isolation from the team and the company in employees. To “bring back” a subordinate, discuss the following points during the conversation:
Successes of the department and the organization as a whole . Start the conversation with the news and offer to discuss it. Emphasize the contribution to the achievement (even indirect) of the team and the employee in particular.
The connection between the employee's individual goals and the overall department or company . Working from home makes the employee's focus narrow: he sees only his task, leaving behind the scenes the colleagues who provided the resources and the colleagues who will use the results of the work. The solution is to talk about the role of the individual task in a larger one.
Don't just give, get feedback too
To increase the value of employees in their eyes, ask their opinions on important issues - about the tasks set, the relevance and achievability of the department and company goals, the convenience of the communication method, etc. In this way, subordinates working remotely will have the opportunity to feel their involvement in what is happening in the organization, and the manager - valuable information about the strategy and processes.
Read also
What to ask an employee during personal meetings, read the article "What questions to ask an employee during 1-on-1 meetings"
Read more
Pay more attention to the professional development of the employee
Employees often associate remote work with difficulties in professional and career growth - there is no opportunity to ask a colleague over the water cooler about how best to complete a task, or casually, in the hallway, to hear an opinion about an idea; it is more difficult at first glance to “stand out” as a specialist, sitting alone at home at the computer.
For this reason, a manager should place more emphasis on development in 1-on-1 meetings: identifying the employee’s missing skills and planning a learning path, celebrating successes in professional growth, and offering to gain the necessary experience to qualify for a higher position.
By adapting 1-on-1 meetings to an online format according to our tips, you can get an effective tool for managing the productivity of a remote team.
To win over an employee, managers use various tricks: they look for a quiet place to communicate (sometimes informal, for example, in a shopify website design cafeteria or on the street), try to give the right non-verbal signs in the form of showing palms, nodding, etc. Moving a 1-on-1 meeting online deprives managers of many of the usual opportunities to win over an employee. We will talk about the specifics of holding a personal meeting online in this article.
Read also
For more information on how to improve communication with subordinates, read the article “Effective Communication During 1-on-1 Meetings: How a Manager Can Be Heard and Understood by Employees.”
Read more
Come up with an agenda together
Remote work leaves a significant imprint on the manager's communication with the team: the manager loses the opportunity to informally discuss current affairs with employees or talk about abstract topics; does not see subordinates during the working day and, accordingly, cannot observe a bad mood or depression in their behavior. For this reason, the manager cannot respond appropriately to the behavior of subordinates caused by any events.
In such circumstances, you should not come up with topics for 1-on-1 meetings on your own, as there is a high chance of raising issues that are irrelevant to employees. The solution is to involve subordinates in the process of setting the agenda. On the eve of the scheduled meeting, ask employees to list important topics, troubling issues in their work, etc. in a letter. You can jog employees' memory with the help of the following questions:
"What does your typical work day look like?"
"Tell me about some of the stressful situations you've experienced this week."
or
"What problems or tasks are most important for you to solve right now?"
The list of topics and questions from subordinates will become the basis for planning the event. Thus, each team member will receive feedback on issues that are truly relevant to him.
Offer unusual conditions for a 1-on-1 meeting
For a remote employee, the workday can be a series of video calls. A one-on-one meeting with a manager risks becoming “another one” that you just have to get through. Fatigue from endless online conferences will result in monosyllabic answers and automatic “nods” to the manager’s words instead of a full-fledged thoughtful conversation.
The situation can be corrected by removing the "stigma" of officialdom. For example, offer the employee to pour coffee and talk about current affairs from the kitchen, or go for a walk during a telephone conversation. A change of scenery and the "atmosphere" of a break will allow the subordinate to relax, perceive the conversation with the manager not as part of work, but as a rest.
Fill the information vacuum
Remote work can create a feeling of isolation from the team and the company in employees. To “bring back” a subordinate, discuss the following points during the conversation:
Successes of the department and the organization as a whole . Start the conversation with the news and offer to discuss it. Emphasize the contribution to the achievement (even indirect) of the team and the employee in particular.
The connection between the employee's individual goals and the overall department or company . Working from home makes the employee's focus narrow: he sees only his task, leaving behind the scenes the colleagues who provided the resources and the colleagues who will use the results of the work. The solution is to talk about the role of the individual task in a larger one.
Don't just give, get feedback too
To increase the value of employees in their eyes, ask their opinions on important issues - about the tasks set, the relevance and achievability of the department and company goals, the convenience of the communication method, etc. In this way, subordinates working remotely will have the opportunity to feel their involvement in what is happening in the organization, and the manager - valuable information about the strategy and processes.
Read also
What to ask an employee during personal meetings, read the article "What questions to ask an employee during 1-on-1 meetings"
Read more
Pay more attention to the professional development of the employee
Employees often associate remote work with difficulties in professional and career growth - there is no opportunity to ask a colleague over the water cooler about how best to complete a task, or casually, in the hallway, to hear an opinion about an idea; it is more difficult at first glance to “stand out” as a specialist, sitting alone at home at the computer.
For this reason, a manager should place more emphasis on development in 1-on-1 meetings: identifying the employee’s missing skills and planning a learning path, celebrating successes in professional growth, and offering to gain the necessary experience to qualify for a higher position.
By adapting 1-on-1 meetings to an online format according to our tips, you can get an effective tool for managing the productivity of a remote team.