The surprising key to improving your performance appraisal process

late to the performance appraisal process is another dilbert problem

The performance appraisal process seems to be dreaded by everyone. It’s almost a cliche to hate on them at this point. Employees often are overwhelmed with too much feedback at once, or they’re left resenting a sparse performance appraisal. Meanwhile, managers struggle to complete all the performance appraisals they’re expected to diligently complete. Then, HR […]

late to the performance appraisal process is another dilbert problem
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3 Things that Don’t Belong in Your One on One Agenda

never put in a one on one agenda feedback you haven't discussed.

“So….how’s it going?” Asking a question like that is a weak way to start a one on one. The answer you get is only as strong as the will of your team member to want to share their feelings with you. Too often you’ll both accept “good” or “okay” and move on, until one day […]

never put in a one on one agenda feedback you haven't discussed.
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What to do when your One-on-Ones get too personal

too personal makes us uncomfortable

“Uhhhh… that’s a bit too personal,” she thought to herself as her team member started sharing a major personal issue they’re having. Her mind turned to the real heart of the question: “what do I do now?” We all know building rapport is important to strong working relationships with our teams. We need to care […]

too personal makes us uncomfortable
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Why Group 1 on 1s Don’t Work and Other Follies

no one looks forward to a group 1 on 1 with the Bobs

Managers are always coming up with creative approaches to try to help their teams. Unfortunately, some of those ideas do more harm than good. Group 1 on 1s are one such example. Group != 1 on 1 For many of you, you’ll be puzzled by this suggestion that 1 on 1s would be anything but […]

no one looks forward to a group 1 on 1 with the Bobs
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How a Bad Boss Turns their One on Ones into Torture

Bad managers don't know what David Cancel does about the value of 1 on 1s

A bad boss is usually a good person. There are many reasons that they can end up developing bad habits that lead to negative consequences for them and their team. Often, those problems then compound, forcing them into reactive management, fighting fires and dealing with major issues constantly.  This makes it even harder to turn […]

Bad managers don't know what David Cancel does about the value of 1 on 1s
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The One on One Meeting: How to convince a skeptical team member

a healthy growth mindset is key to a great one on one meeting

I don’t want to. Do I have to? That sounds like a waste of time. If you’re excited about having a one on one meeting with each person on your team and any of them respond in those ways, it can be pretty disappointing. Don’t let it stop you. The benefits to morale, motivation, and […]

a healthy growth mindset is key to a great one on one meeting
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Why Quarterly Check-ins Don’t Cut it and Contribute to Turnover

use the progress principle to make your check-ins great

“I’m giving my two weeks notice. I’ve taken another job.” My friend had just blindsided her manager by telling him she was leaving. The manager never saw it coming. My friend seemed happy. She was friends with many of her coworkers, and seemed to enjoy her work. Yet, under the surface, problems were brewing. There […]

use the progress principle to make your check-ins great
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