One on one meeting concept.
As a leader, listening to your employees is key, no matter their level. The question for many of you is usually, what to talk about in your one-on-one sessions. Listening actively is one skill, but another skill is asking the right questions to find out what really matters to them, and what can help them become their best selves.
Five questions for your One-On-One
Gallup research shows that the five key drivers of employee engagement are purpose, development, a caring manager, ongoing conversations and a focus on strengths. Based on Gallup’s key drivers, a Harvard Business Review article recommends asking the following 5 questions:
1. How would you like to grow within this organization? Development is the #1 priority for most employees, especially Millennials and Gen Z. Identifying the career development opportunities they need, such as coaching, mentoring, and increased visibility. Or you can even ask them what role or project are they interested in. It will make them feel you are doing something to help them grow.
2. How is your purpose connected to your job? Try to find out what is meaningful to them, what are their personal purpose and values, and help them connect those with the purpose and values of the organization.
3. What do you need from me to do your best work? Some employees demand more attention, some more leash, others just to feel safe to say “I am exhausted and need a day off”. Remember everyone is different and has different circumstances outside their work, don’t be afraid to ask what is important for them.
4. What are we currently not doing as a company that you feel we should do? Great employees want to contribute and feel like their opinions matter. Ask them what they feel you could do better.
5. What can I do to help you do your best work every day? You may want to learn more about what they think their strengths are, how others see them, and what are the things about the job they enjoy the most. The article highlights that "knowing which aspects of their job are the least and most enjoyable will help them make any necessary changes to ensure they stick around".
Be patient and listen closely, the first time you start asking these questions they may not open much, they may say they are OK, but look for corporal cues or listen between the lines. Over time, they feel safer speaking up and telling you the truth. Ask a coach if you need help to start these conversations. It’s never too early. Don't wait until you need to do a counteroffer, at that point they are already disengaged.
Keep these questions in mind at every check-in, so that you can figure out if what you and the company are doing is enough to keep them around.
