One on One
bhorowitz.com
One on One
1–10 of 42 posts
Re: One on One
#2If you make a one-on-one into a periodic meeting like ben is suggesting, it will invariably end up as yet another pointless formality.
Ideally, in a well-run company, an employee should be able to easily walk to the CEO and talk about any problem/grievance/suggestion/new idea. But it is much more efficient to keep such meetings adhoc/need-based and not periodic, since, more often than not, the employee will either have nothing to talk about or will have a lot of pressing things to talk about and not like to wait till the next one-on-one.
Re: One on One
#3I've been involved in one-on-one's in the past (as an employee) that were simply another way for my manager to shove directions down my throat. Needless to say, I loathed them and tried to make up any excuse I could to cancel or reschedule.
Now, as a manager, I've tried to learn from my experiences and make the one-on-one more about the employee. Some of the best one-on-ones I've done have nothing to do with work -- they are more about the employee's personal concerns and making sure the company is doing whatever it can to mitigate them.
Re: One on One
#4If you make a one-on-one into a periodic meeting like ben is suggesting, it will invariably end up as yet another pointless formality. Ideally, in a well-run company, an employee should be able to easily walk to the CEO and talk about any problem/grievance/suggestion/new idea. But it is much more efficient to keep such meetings adhoc/need-based and not periodic, since, more often than not, the employee will either ha…
For introverted or shy employees, the issue is not that it isn't easy to talk to the CEO/manager, it's just that they're unlikely to voice their opinions unless they're specifically asked about it. Which is what this meeting is about.
But yeah, for some employees it will be extremely useful, for others, not so much.
Re: One on One
#5Other than the idea of framing the one-on-one meeting to be 90% controlled by the employee the post is thin on suggestions. "How do you get help when you love your job, but your personal life is melting down?" - Really?
Re: One on One
#6If you make a one-on-one into a periodic meeting like ben is suggesting, it will invariably end up as yet another pointless formality. Ideally, in a well-run company, an employee should be able to easily walk to the CEO and talk about any problem/grievance/suggestion/new idea. But it is much more efficient to keep such meetings adhoc/need-based and not periodic, since, more often than not, the employee will either ha…
Dead on point about scheduled one-on-one turning into a useless formality.
Re: One on One
#7Rands did it better: http://www.randsinrepose.com/archives/2010/09/22/the_update_...
Re: One on One
#8If you make a one-on-one into a periodic meeting like ben is suggesting, it will invariably end up as yet another pointless formality. Ideally, in a well-run company, an employee should be able to easily walk to the CEO and talk about any problem/grievance/suggestion/new idea. But it is much more efficient to keep such meetings adhoc/need-based and not periodic, since, more often than not, the employee will either ha…
For introverted or shy employees, the issue is not that it isn't easy to talk to the CEO/manager, it's just that they're unlikely to voice their opinions unless they're specifically asked about it. Which is what this meeting is about. But yeah, for some employees it will be extremely useful, for others, not so much.
I completely agree, I don't even think it is limited to a stereotypical introvert. In an environment where the management is very hands off I have worked with unhappy people who are paranoid enough to worry that if they ask or challenge the boss they think it would be a kind of insubordination.
I used to think that it was a sign of weakness that people need management, and in a way you could claim that to be the case. However, I have become convinced that there are many people who real do need 'good' regular managerial assistance to help them with their job. Ideally it's up to you to establish whether you need this support.
Re: One on One
#9If you make a one-on-one into a periodic meeting like ben is suggesting, it will invariably end up as yet another pointless formality. Ideally, in a well-run company, an employee should be able to easily walk to the CEO and talk about any problem/grievance/suggestion/new idea. But it is much more efficient to keep such meetings adhoc/need-based and not periodic, since, more often than not, the employee will either ha…
My preference has been to have them periodically but spaced out, say every 3-4 months. It's also something I like to make less formal and outside the office, say over lunch. This turns it from a chore to a perk, and even if you have nothing work related to discuss, you get to know them better.
Re: One on One
#10[ok, slightly (very?) off-topic]
..not hating, but quoting a Rick Ross verse on a track that features Three Stacks?? that's like hip-hop blasphemy!
i expect better Mr. Horowitz