{"id":10145,"date":"2024-11-02T06:05:33","date_gmt":"2024-11-02T06:05:33","guid":{"rendered":"http:\/\/getlighthouse.com\/blog\/?p=10145"},"modified":"2024-11-02T06:17:18","modified_gmt":"2024-11-02T06:17:18","slug":"one-on-ones-with-employees-know","status":"publish","type":"post","link":"https:\/\/getlighthouse.com\/blog\/one-on-ones-with-employees-know\/","title":{"rendered":"One on Ones with Employees: What Every Team Member Should Know"},"content":{"rendered":"\n

Much has been written here<\/a> and all<\/a> over<\/a> the web<\/a> about what managers need to know about one on ones with employees and why you must have them<\/a>.<\/p>\n\n\n\n

But what about when you're an employee? Being new to one on ones, wondering what one on ones are for, and wanting to know what you can do to make the most of them applies to employees as well as their managers.<\/p>\n\n\n\n

Whether you're a manager having one on ones with employees looking for tips to give to your team members on how you want them to approach their one on ones, or you're an employee looking to learn how to make the most of your one-on-ones<\/a>, this post is for you.<\/p>\n\n\n\n

Here are 10 tips for one on ones with employees you can use to ensure these check-ins are awesome for you and your manager.<\/p>\n\n\n\n

Table of Contents: Making the most of one on ones with employees from their perspective<\/h4>\n\n\n\n
    \n
  1. Treat it as Your<\/em> time<\/a><\/b><\/li>\n\n\n\n
  2. Make rapport a two way street<\/a><\/b><\/li>\n\n\n\n
  3. Be Brave: Trust them first<\/a><\/b><\/li>\n\n\n\n
  4. Bring your half baked ideas<\/a><\/b><\/li>\n\n\n\n
  5. Have a Problem? Tell them!<\/a><\/b><\/li>\n\n\n\n
  6. Do Your Part. Be prepared<\/a><\/b><\/li>\n\n\n\n
  7. Canceling 1 on 1s is not <\/i>ok<\/strong><\/a><\/li>\n\n\n\n
  8. Have your tough conversations here<\/strong><\/a><\/li>\n\n\n\n
  9. Ask for feedback<\/a><\/strong><\/li>\n\n\n\n
  10. Make them actionable<\/a><\/strong><\/li>\n<\/ol>\n\n\n
    \n
    \"make<\/figure>\n<\/div>\n\n\n

    How to Make the Most of Your<\/em> Work One to Ones with Employees and Managers<\/h2>\n\n\n\n

    Great one on ones don't just happen. They take effort and knowledge. You have to know how to answer questions like, \"what are one on ones for?\" and \"how do we make the best use of the time?\" Then, you have to put those answers into practice week after week.<\/p>\n\n\n\n

    If you follow these 10 tips below, whether it's you, the employee, or your manager following them, you'll have much better one on one meetings. This will make your work more enjoyable, improve your relationship with each other, and unlock many other benefits. <\/p>\n\n\n\n

    \"one<\/figure>\n\n\n\n

    1) <\/strong>Treat it as Your<\/em> time<\/b> and really talk to your manager; one on one meetings are built for this<\/h3>\n\n\n\n

    One-one-ones are a time for you to discuss the things that are important to you<\/em>, and for your manager to focus on you with coaching, feedback, and questions for you.<\/p>\n\n\n\n

    If your manager tries to turn your one on ones into a status update<\/a>, stop them. There are plenty of other times and ways you can keep them in the loop on what's going on in your day-to-day projects.<\/p>\n\n\n\n

    \nhttp:\/\/twitter.com\/freebsdgirl\/status\/514469040115306496\n<\/div><\/figure>\n\n\n\n

    Bring things you want to discuss to your one-on-one. If you're having a hard time with a person, project, or personally, tell them. It's the only way they can empathize or help you.<\/p>\n\n\n\n

    When you do that, you're much more likely to develop a strong relationship with them and stay engaged at work. According to Gallup<\/a>, employees who\u00a0do<\/em>\u00a0have regular one on ones with their managers are\u00a0\"3 times more likely to be engaged than those who don't.<\/em>\"<\/p>\n\n\n\n

    If you have questions, one on ones are the perfect time to ask them in private. Your manager will likely come with a few questions, and if you do as well, you'll be well on your way to having a great work one to one.<\/p>\n\n\n\n

    Further reading: <\/strong><\/p>\n\n\n\n