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A lot of managers and employers are pretty overwhelmed, even apprehensive at the idea of a one-on-one meeting with employees. And understandably so. After all, it’s not easy to give constructive feedback to people without making them feel crestfallen or defensive. Things can quickly spiral out of control.
Yes, the business has become digital in more ways than one these days. Most conversations are made via email, phone, or text. However, as a manager, you have to realize that nothing’s more effective than a face-to-face one-on-one meeting. Such meetings do wonders for productivity.
For one thing, one-on-one meetings reduce the chances of misinterpretation. Communication goes two ways, and you don’t have to wait long for a response. Additionally, you can tell how your feedback is perceived. These meetings also help your employees feel more comfortable in the workplace. This is your chance to show them they are valued in the company. But the question remains, how to handle these meetings?
Excelling at One-on-One Meetings with Employees: What Should Be Done?
Keep one thing in mind. As beneficial as these one-on-one meetings are, they can also have detrimental results if not done right. You have to conduct the meetings such that even if you criticize some of your employees’ work, they don’t feel dejected and instead take it as a lesson. Of course, this is easier said than done. But here are some tricks that can help you out.
Prepare Notes of Discussion Points
Yes, you have to be clear about the points you want to cover in the meeting beforehand. This helps keep you on the agenda and avoid distractions. Furthermore, there will be little chance of mis… Read More
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