One-On-Ones are not the time for Status updates!!

One-on-ones are a dedicated space and time for both managers as well as individuals to discuss growth, goals and blockers. Status updates are a crutch. It's much easier to focus on the status of work than on the individual (for both managers and individuals). If you are not careful, 1:1s can end up being status updates.

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Here is the reality (based on my observations):

• Most 1:1s are not leveraged well!?
• 1:1s are primarily for the benefit of the direct report, not manager. Yet, many direct reports miss the opportunity to drive the agenda and set the tone.
• Weekly 1:1s are the most effective frequency. The next best - biweekly!?
• 1:1s are one of the most powerful tools you have to build alignment and strengthen engagement.

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Why your one on ones should not be status updates?

1) Its not scalable.

If you ask your team about their work individually, you create a monopoly on knowing what's going on with your team. This puts a lot of pressure on you to keep it all straight and forces unnecessary coordination when you inevitably have to direct others on your team to connect.

2) You create elephants in the room.

Ever been in a situation where you weren't sure if it was safe to talk about something? A company that no longer welcomes candor is one where the culture will suffer and problems will go unsolved.

If your one on ones are made to be a formal update on projects, then you can unknowingly leave all kinds of topics no place to be discussed. Without comfort and rapport?they're unlikely to bring up what's really bothering them or to diffuse issues as they arise.

3) You're wasting valuable time.

One on ones are an expensive investment to make in your team. It's totally worth it, but only if you make the most of it. And a status update would certainly be a waste when there are more efficient and effective alternatives.

4) You will get surprises when you don't want them.

If you make your one on ones all status updates, don't be surprised when problems only get brought to you when they're already big, and now you have to fight fires and become a?reactive manager. It's because you didn't give them a regular, safe forum to bring up issues when they could be more easily be resolved.

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Here are five actionable steps to make the most of these precious moments:

1. Structured Agenda and Documentation: Set a clear agenda and maintain a shared document. It fosters organized discussions and provides a reference point for future actions
2. Embrace Open Discussion: Cultivate a safe space where open, honest conversations can take place. It's the bedrock of trust and effective communication
3. Timely Feedback: Don't wait for performance reviews. Offer timely, constructive feedback to address issues and reinforce positive behaviors.
4. Spot and Remove Obstacles: Use this time to identify and unblock any roadblocks hindering productivity or progress.
5. Career Conversations Matter: Ensure you discuss career aspirations at least quarterly, if not monthly. Align personal goals with organizational opportunities.

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