One-on-One Manager-with-Direct-Report Meeting

A One-on-One Manager-with-Direct-Report Meeting is a one-on-one meeting between an organizational manager and a direct report.

• Context:
  • It can (typically) involve Manager-to-Report Questions.
  • It can (typically) involve Report-to-Manager Questions.
  • It can (often) be a Mentor-Mentee Meeting.
  • It can affect Team Member Engagement.
  • …
• Example(s):
  • a Line-Manager-with-Direct-Report Meeting (between line managers and direct reports).
  • a Middle-Manager-with-Line-Manager Meeting.
  • a Executive-Manager-with-Middle-Manager Meeting.
  • …
• Counter-Example(s):
  • a One-on-One Work-Related Peer Meeting (between an organizational peers).
  • a Team Meeting.
  • a Project Meeting.
• See: Group Meeting, Team Member, Motivated Worker, Individual Career Plan.

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References

2017

• Jared Casner. (2017). “Meaningful Conversations."
  • QUOTE: … But seriously, showing an interest in your team and asking follow up questions will help develop a deeper human connection which leads to higher employee engagement. …

    … When providing feedback, be specific. “You’re doing a great job” is far less effective at conveying how valued an employee is than “Wow, that new module you wrote really knocked it out of the park! I was personally impressed and have heard great feedback from Alice, Bob, and Chris, too”. Likewise, “You really messed that up” is not helpful,

2015

• https://linkedin.com/pulse/how-run-effective-1-on-1s-steffen-maier
  • QUOTE: … It is crucial for you to know how your team thinks about you and your management style. It is challenging to get honest feedback specifically about you from a direct report. Set the right tone and choose your questions wisely. Here are some examples:
    • What can I do as a manager to make your work easier?
    • What do you like about my management style? What do you dislike?
    • What is the percentage of my involvement in your daily tasks? Would you prefer more or less?
    • How can I support you better?
    • What is something I could have done better? What are the situations that I could have helped more but didn’t?

201b5

• Elizabeth Grace Saunders. (2015). “Cancelling One-on-One Meetings Destroys Your Productivity." Harvard Business Review.
  • QUOTE: … many managers fall into the trap of believing that they’re too busy to keep their one-on-one meetings with their direct reports, figuring that these sit-downs are not as important as all the other items they have on their agenda. They assume these meetings can be substituted with an email exchange or an open-door policy, whereby people can stop by with a quick question, instead of demanding a 30-minute chunk of a da

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