One-on-one meetings have become ingrained in our work culture, often accepted without question.
Yet, it might be time to take a fresh look at their relevance.
Recently, Jensen Huang, the CEO of Nvidia, revealed an interesting approach: he rarely holds one-on-ones with his direct reports unless they ask for them.
His philosophy suggests that the impetus for these meetings should come from employees, not from a predetermined schedule.
This perspective makes sense, considering that someone like Huang, responsible for a vast team and a busy agenda, might prefer to allocate his time in a more strategic way.
Leaders frequently delegate tasks and shift their focus away from routine management duties.
Questioning the Effectiveness of One-on-Ones
For most of us, this raises a critical query: Are one-on-one meetings genuinely effective? If not, what alternative methods can we adopt to ensure we remain connected and engaged with our teams?
Let’s delve into some reasons that might prompt you to rethink one-on-one meetings, while also exploring scenarios where they prove beneficial.
When to Question One-on-One Meetings
Experts aren’t suggesting that we abandon one-on-ones altogether, but rather that we ensure these meetings are valuable.
Wendra Johnson, a vice president of HR technology and career coach, notes that productive one-on-ones can be incredibly useful for many.
The key word here is “productive”; time wasted in unconstructive meetings can erode workplace morale and relationships.
So how do you recognize when it’s time to reassess your approach? Consider these telltale signs:
- Meetings lack a defined agenda.
- They feel more like a routine checkbox action rather than authentic conversations.
- There seems to be a gap in the relationship with the employee.
- Communication appears strained or problematic.
- You’re already conducting frequent check-ins.
- The number of meetings is becoming overwhelming.
If either you or the employee feels that these meetings are falling flat, it signals a need for change.
When One-on-Ones Remain Valuable
When approached with intent and care, regular one-on-ones can offer substantial benefits.
For employees, these meetings can provide:
- Greater clarity on complex tasks or new initiatives.
- Insight into team goals and organizational shifts.
- Guidance on sensitive issues or workplace politics.
- Transparent performance updates.
- A platform to recognize and celebrate achievements.
From a leader’s perspective, one-on-ones can serve multiple purposes, including:
- Providing essential data for performance reviews.
- Allowing insight into the progress of projects that may not be visible.
- Offering mentorship opportunities for junior staff.
- Contributing to retention efforts by making employees feel valued and heard.
Enhancing Your One-on-Ones
While reaping the benefits of traditional one-on-ones can be tough, experts offer strategies to boost meeting productivity or suggest alternatives for engaging with team members.
Before completely discarding one-on-ones, consider tweaking their format, duration, or frequency.
By allowing employees to dictate the meeting frequency, format, and specific goals, you foster a sense of ownership and accountability.
In settings where open communication feels risky, one-on-ones offer a crucial opportunity for private and candid discussions.
Structuring your revised meetings with a fresh approach can help maintain open lines of communication while accommodating a more modern way of working.
In the end, it’s about finding what works best for you and your team, ensuring that every interaction counts.
Source: Themuse