Engagement is one of my favorite topics. It’s the way we demonstrate a high level of energy and passion at work. However, it’s not always present nor promoted by supervisors. In some cases, supervisors actually disengage people at work. I always ask myself, what if we all contribute to increase engagement and give our best every single day?
What does it require?
It requires “going back to basics.” We need to improve our communication at all levels. Leaders need to be more open and listen to people, and people need to be assertive and share their opinions. Begin by scheduling one-on-one meetings. A one-on-one meeting is a dialogue between employee and supervisor to align on priorities and to learn what matters most to each person. Studies from The Ken Blanchard Companies have found that what matters most to an employee is typically different from the supervisor’s perceptions. When supervisors assume that they already know what their employees want, without validating with them, frequently they are wrong. The one-on-one meeting is an opportunity to learn from each other!
During one-on-one meetings, supervisors have the opportunity to listen to employees' ideas and concerns and keep their feet on the ground. It helps them to understand the reality of the workplace better. In a one-on-one meeting, a supervisor can monitor progress, validate alignment, build relationships, and discuss career aspirations and opportunities.
In an effective one-on-one meeting, two people openly share what matters to them and allow space for individuality. You agree on what is non-negotiable in your organization and allow execution. The best way to promote dialogue is by asking questions.
Here’s a list of general questions for each person in the one-on-one:
Supervisor
· Are you clear on our priorities for this period?
· Is there any support you need from me?
· Is there any barrier to complete your job?
· What ideas do you have to accomplish this goal?
· What input or recommendations would you like to share?
· If you were in charge, what would you do differently?
· Could you summarize the next steps?
Employee
· What should I give priority to?
· What does a good job look like?
· What feedback do you have on my performance?
· What resources could you provide?
· Who can help me?
· What do you think of this idea?
· What have you seen work better?
At the end of the one-on-one meeting, both should be clear on the next steps. If you want to discuss career aspirations, make a different list of questions. Make sure you use open-ended ones to promote conversation and expand on a particular topic. Consider starting the questions with: What, How, Tell me about, Could you describe, etc.
You may download our free Guide for Effective 1:1’s as a reference tool. It will assist you in your preparation for the one-on-one meeting. Besides preparing for each meeting, be consistent in the frequency you have them. Plan for at least a monthly meeting, which will add up to 12 meetings in a given year. If at year-end you had 8 meetings, that would be great! Engagement will increase if you ensure consistency and dialogue in each one-on-one meeting.
Download the free Guide for Effective 1:1s in the Resources section.
Our mission in Evvolution is that organizations become better places to work and employees feel engaged and interested in giving their very best every day. We help cultivate productive relationships between supervisors and employees at all levels. Sign up for more resources in our blog and website. Send us your comments or questions and we’ll be happy to respond.
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About the author: Wilda M. Torres, PhD in Industrial Organizational Psychology; President and Founder of Evvolution Consulting; Senior Consultant Organizational & Leadership Development.
Copyright 2020 Wilda Torres Dba EVVOLUTIONPR. All Rights Reserved.
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