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You have completed How to Have 1:1's!
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A one on one provides so many benefits that most of us don't tap into. In this video, we'll cover some of the best outcomes of a one on one.
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The reason I look forward to my one-on-one
so much is due to the benefits, or
0:00
rather the outcomes from the time
that I get to speak with my manager.
0:05
If they're organized correctly and
intentionally,
0:09
as we discussed in the last video,
the manager, and most importantly,
0:12
the direct report will walk away
feeling supported in various ways.
0:16
A one-on-one provides so
0:22
many benefits that I want to discuss
a bit more in depth with you.
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In my opinion,
the most critical benefit is trust.
0:27
If you don't have trust with one another,
0:32
you both won't be able to have fruitful
conversations in your meetings.
0:33
They will only be surface level.
0:38
Building and maintaining trust is the
foundation, which will allow the manager
0:40
and direct report to achieve
other benefits from a one-on-one.
0:44
Trust comes from working on your
professional relationship with one
0:49
another.
0:52
There are many ways to build trust.
0:54
Here are a few recommendations.
0:56
[SOUND].
0:58
Be transparent.
1:00
Transparency is critical in a one-on-one,
1:02
especially when discussing tough topics,
addressing concerns or seeking advice.
1:05
If a manager or direct employee doesn't
come to their one-on-one prepared to have
1:11
real discussions, then nothing productive
will come from the conversation.
1:15
Transparency can show up in different ways
in a one-on-one depending on what is being
1:21
discussed.
1:25
Transparency can mean being able
to admit when a mistake is made or
1:26
discussing a project
you're struggling with.
1:29
Transparency can mean having concerns and
wanting to discuss them and get answers.
1:33
Overall, it is being able to share
information about the business,
1:39
whether it regards decisions,
changes or results.
1:45
[SOUND].
Another way to build trust
1:49
in a one-on-one setting is
to keep your commitments.
1:51
It's important not to over promise and
1:54
ensure that you do what you
say you're going to do.
1:56
Whether the commitment is finishing
a project or reaching out to someone by
1:59
a specific date, you must follow
through with that to build upon trust.
2:04
It's relatively easy to make commitments
to your direct report or manager.
2:08
This is when you want to keep in mind what
you can genuinely commit to as repeatedly
2:13
not completing commitments will
damage your relationship, and
2:18
ultimately the one-on-one will suffer.
2:21
[SOUND].
2:24
To continue building trust, you want to
ensure alignment between the company's
2:25
vision and
the direct reports career goals.
2:29
A manager should regularly be discussing
the direct reports happiness in
2:33
their role.
2:36
What work they're most proud of,
and what they're enjoying or
2:37
not enjoying in their role.
2:41
This probably sounds odd and uncomfortable
to think about sharing the good and bad so
2:43
much with the manager, however, this is
essential to the employee experience.
2:47
That is how a direct report can ensure
that they have the space to reflect and
2:52
advocate for themselves.
2:56
A manager should act as a guide,
listening, and asking questions.
2:59
Personally, I love this part of
my one-on-one with my manager.
3:04
It allows me to reflect on
what's working in areas that can
3:08
make my experience that work better.
3:10
They help me realize moments of growth, and
celebrate wins so
3:13
I can see how I'm impacting
the company's vision.
3:16
This is just a snippet of tips to
build trust in your one-on-one.
3:20
Make sure to check out the teacher's
notes for more recommendations.
3:24
As you continue to establish and maintain
trust, you might find that you're gaining
3:28
many other outcomes just from establishing
that relationship with one another.
3:32
One of those key benefits is giving and
receiving feedback,
3:38
which is a crucial part of a one-on-one.
3:41
It can be hard to give feedback at first,
which is why having trust helps
3:44
you create a space where you can share
both reinforcing and redirecting feedback.
3:48
Reinforcing feedback is provided
when you want to encourage and
3:56
acknowledge a behavior by
giving positive feedback.
3:59
Redirecting feedback is given when you
wan to encourage different behavior by
4:05
providing constructive feedback.
4:09
Both forms of feedback should
happen in a one-on-one.
4:12
Although both individuals
can provide feedback,
4:15
the manager should always
be giving feedback.
4:18
And a great way to form your feedback
is by following the effective feedback
4:22
process, which is observing the behavior,
explaining the impact and
4:27
sharing what future behavior you'd
like changed or to continue.
4:31
The benefits of a one-on-one continue.
4:37
According to Culture Amp,
having effective one-on-ones,
4:40
will improve productivity,
morale, and engagement.
4:44
This means that each person will be more
effective at their job by just having
4:48
a successful one-on-one.
4:52
Now, productivity doesn't mean
that they're working extra hours.
4:55
We sometimes confuse productivity and
overworking.
4:59
Increase productivity means they're doing
strong, effective, and efficient work.
5:02
Culture Amp goes on to share that their
data supports the importance of creating
5:08
a sense of belonging.
5:12
Employees are three times more likely
to leave if they have a low sense of
5:14
belonging.
5:17
They add that by involving managers
to support employees in a one-on-one,
5:19
they can assist in fostering
a sense of belonging,
5:24
which has a direct impact on the company.
5:27
This tells us that not only our one-on-one
is beneficial to the individual,
5:31
which is most important, but
they also help the company.
5:35
Each employee can feel connected to the
organization and the work they're doing.
5:38
In addition to creating
a sense of belonging,
5:43
a one-on-one provides a time
when the managers and
5:46
direct reports can get to know one
another beyond tasks and projects.
5:48
Each employee will have boundaries on
what they feel comfortable sharing.
5:53
but that doesn't mean you only need
to talk about work in a one-on-one.
5:57
In order for an employee to
be successful in their role,
6:01
invite them to bring their
whole authentic self to work.
6:04
Now, this is something companies
are getting better at.
6:09
Although it's still a work in progress,
it's important to not only have
6:12
a one-on-one, but
also to have an inclusive workplace.
6:16
As you might have been picking up,
6:21
the whole organization is made
stronger by successful one-on-ones.
6:22
I know this sounds a bit cheesy,
but it's true.
6:26
By a manager and direct report
committing to meet regularly,
6:29
the person and whole organization benefit.
6:32
So how do we ensure these benefits happen?
6:36
We'll explore that in the next video.
6:38
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