#2 - Ask your new hire what frequency + duration they prefer. If new hire directly reports to you, I recommend weekly 1:1s for 1-hour for 1st 90 days. If new hire doesn’t directly report to you, either biweekly or monthly 1:1 for 1-hour is likely sufficient. But get their input.
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#3 - Prepare an agenda, and ask your new hire for input on it. You’ll want to spend at least 15 min brainstorming thoughtful, specific questions you might want to ask. (http://knowyourteam.com is perfect for doing this btw – we give hundreds of q's + templates). An example:pic.twitter.com/WhhF8RqyhE
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#4 - Don’t cancel the 1:1 meeting. Only reschedule it if you have too. Consistency with 1:1s matter. You say a lot about how you prioritize the other person’s time with how well you prepare + how consistently you show up for your 1:1s with them.
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#5 - Share takeaways, reflect on how helpful the 1:1 was, and write notes after. 1:1s are only empty words if the ideas and action items that are spurred are not followed up on. (Using http://knowyourteam.com is super handy for this.)
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In sum: Don't sweep this first 1:1 meeting with an employee aside. It's not a thing that's getting in the way of your "real work." The emails and to-do lists you have can wait. The 1:1 meetings you have with your team ARE the real work.
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Kraj razgovora
Novi razgovor -
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Actually needed this push. Been planning to hold 1:1s for a long time now.
Hvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi
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