The One on One Meeting Agenda

The One-on-One

Meeting

Agenda

Agenda

So one-on-ones are a

part of your

essential

management

practice.

One-on-ones are

unsexy routine but it’s

the routine of your

management practice

that produces

results.

One-on-ones

will change

your life and

put you on the

path to

management

Nirvana

But of course the

question is –

what do you

actually do in a one-on-one

meeting?

Let’s quickly go

over the agenda –

there are

4 sections

Agenda

1. The employee’s agenda

Agenda


2. The manager’s agenda

Agenda



3. Deliverables for the week ahead

Agenda



3. Deliverables for the week ahead

4. Growth

Agenda

So that’s the

structure, let’s dive

into what actually happens in

those sections…

Starting with the

Employee’s

agenda

Agenda

Remember as the

boss, you can get

ahold of your

employee at any

time, but your

employee doesn’t

have the same rights

even if you operate

an open door policy

The one-on-one

meeting is your

employee’s

time with you, not the other way

around.

And to make it work

for your employee

you always start

with them.

They choose what to talk about.

This includes work

and personal.

Because having time

for a personal catch-up

right at the beginning is

what builds your

knowledge and

connection with

the employee

It’s an

investment that

pays back.

But obviously it’s not

just about chat – this

is their time to give

you

status updates, keep you informed

and ask you

questions

A mistake that

managers make is that

they butt in. This

makes the employee

feel unheard and

destroys your

relationship

Your role is to

listen and

ask

questions

That’s one reason why

Active Listening is one of the Foundational

Manager Skills

Self Leadership, Productivity, Wellness

Management Foundations

Manage Diverse Personalities Using DISC

Employee Selection

- Specify, Find, Filter, Hire

- Performance Integration & Expectations

Performance Relationships

- Boss: Employee

- Team

- Your Boss Relationship

Performance

Communication - Inspiring

Performance Communication

- Active Listening

- Values & Culture

Inspiring Growth

- Development

- Delegation

- Mentoring

- Progression

The second part

is your

opportunity to

communicate with

your employee

Agenda

This is where you can

keep them in

the loop about

what is happening in

the company, the

team and with future

plans etc.

And this is where you

can do

Performance

Communication because it’s your job

to guide them in the

right direction and

encourage them

That’s why


Is another Foundational Manager Skill




Employee Selection




- Boss: Employee

- Team


Performance



- Active Listening

- Values & Culture

Inspiring Growth

- Development

- Delegation

- Mentoring

- Progression

It’s simple: if someone is on the

right path, keep them there and if someone is losing their way, guide

them back

Performance

communication has

only got a bad name

with bosses that

don’t know how to

do it properly

P.S Don’t forget the

essential Dr Gottman

ration of 5 times as much positive

communication to

negative communication

A quick special

note about your

one-on-one

agenda…

Every relationship

needs maintenance

and it’s good to have a

space to talk about

pinch points and ways

of working

The third section

is future

deliverables

Agenda

A meeting

without an

agenda is a

waste of

time

Because without

actions none of

your good ideas will be

turned into anything

meaningful

And as a boss

this is how

you know

what your

employees will

be working on.

And this is

your chance

to agree to

priorities

I can share with you that

your employees have

very different

priorities to you

And so without

communication they

concentrate on

work that is

unimportant to you while neglecting work that

you desperately want.

The blindingly

obvious way to get

what you want it to

ask for it.

But far too

few bosses have mastered

this simple art.

The last part is

growth

Agenda

Growth is essential

to staying viable

but did you also

know that growth

is a fantastic

double-edged

motivational

tool?

That’s because

growth improves

employee

productivity

with better skills

and capabilities

But growth also

motivates employees

because people

want to learn and

progress

Growth includes the

larger macro view of the

employee’s career

progression and on a

lower level it also

includes improving the

skills your employees

use every day

Because successful

bosses are constantly

coaching their

employees to get better

at their jobs and learn

new skills

The last component of growth is

delegation…

Because delegation

isn’t just a chance for

you the boss to

leverage the time,

skills and abilities of

your employees to

get stuff done and reduce your

workload…

Delegation is also a chance for your

employees to develop

And successful bosses

know how to delegate

effectively to get

better results than they

could’ve done themselves

That’s why

Employee Development &

Delegation Are both Foundational

Manager Skill




Employee Selection




- Boss: Employee

- Team


Performance



- Active Listening

- Values & Culture

Inspiring Growth

- Development

- Delegation

- Mentoring

- Progression

Taking a quick look at

the form you can see

that there are sections

to keep track of your

employee’s personal

situation…

Like hobbies,

family

members,

interests etc.

Because

these are

essential

parts of

knowing your

employees as

a person

And if you’re

anything like me you

can forget some

of this stuff

And there’s a section

for what their DISC

behavior model says about how to

best manage them

and communicate

with them

D I

C S

Don’t worry if this

sounds technical –

it’s just a fancy name

for what most of us

would call a

personality test

DISC is a system

for figuring out

how to manage all

the different

personalities

on your team

Timing 30

Minutes… Now this sounds

like a lot but you

CAN get it done

in 30 minutes

And you won’t be

covering

everything

in detail every week

Remember that

30 minutes

every week is

better than 60

minutes every

two weeks

Meeting every week is

essential to keep

forward

momentum plus keeping

communications

channels open and

efficient

Miss a meeting and you’ll find that you

will spend just as much

time, if not more, in

interruptions and

inefficient

communications

Successful

bosses aren’t

geniuses

All they do is that

they have a

routine practice

where they take

care of their

responsibilities

”Practice and all is coming”

- Pattaji

And these

responsibilities are

the essential

manager skills that are in the

Manager Foundations




Employee Selection




- Boss: Employee

- Team


Performance



- Active Listening

- Values & Culture

Inspiring Growth

- Development

- Delegation

- Mentoring

- Progression

The greatest thing about

one-on-one meetings is

that these are like little

buckets that you can

take care of all of

your duties in

one go.

So I’m sure you

can see how a

high quality

one-on-one

practice is going

to…

• Save you time

• Save you time

• Result in more productivity which means more money for you, the company and your team

But there is another

important qualitative

effect that’s difficult to

put a price on and that

is better work

relationships and

peace of mind

Like the MasterCard advert says - priceless

This module is part of a mini

course on one-on-ones

Includes One on One Templates and Best Practices

Would you like to have quick and easy One-on-One Meetings with your employees that get stuff done?

Let the experts show you how:

www.managerfoundation.com/3-steps-2-easy-1-on-1s

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The One-on-One

Meeting

Agenda

Agenda

Leadership & Management

The One on One Meeting Agenda