One-on-ones are costly, exhausting, and intricate. TD#124

We look into the five most expensive mistakes you can make in your one-on-ones

One-on-one meetings can be costly, exhausting, and intricate. To ensure they yield significant benefits, you must plan, prepare, and carry them out correctly.

This week, we look into the five most expensive mistakes you can make in your one-on-ones:

One: you are late, you reschedule, or you cancel the meetings

If your meetings with your employees get pushed back, shortened, or canceled, you're not giving them the importance they deserve. This can make your employees feel frustrated and less valued. The same thing goes the other way around. If people always have something better to do and keep putting off meetings, you've got a problem.

Two: You talk the talk, but you don't the walk

If, during a chat, your employee tells you something needs to be corrected or gives an idea, but then you do nothing to fix the problem or put the idea into action, then your employee might feel ignored. It's essential to show that you take what they say seriously.

Three: you dodge the hard stuff

If you avoid talking about tough stuff during meetings, such as work problems, conflicts, or personal issues, then there might be a problem. These meetings are the right time to discuss and solve these problems.

Four: You're the solo talker

A meeting should be a time for both of you to talk, not just you. If you're the only one talking, your employees may not get to express their ideas or worries.

Five: you don't prep for the meeting

If you show up to the meeting without knowing what to talk about or without having thought about what you want to say, then you're not giving the correct value to this moment. Preparing for the meeting is important to make it productive.

I said five, but let's do six. This last one is really important:

Six: you are misusing the one-on-ones

One-on-ones can sometimes become a band-aid for hidden team problems. If they become the only way to make decisions or resolve conflicts, something's off. One-on-one meetings should be for giving feedback, deepening relationships, and collaborating. If you notice they're becoming something else, it's time to tackle these issues openly.

Special announcement:

I'm releasing a five-week email course on running effective one-on-ones in a few days. If you sign up today, you'll receive the whole course, free of charge, once it's released. Don't miss it!

Additional Resources

The Ultimate Manager's Guide to Leading Effective One-on-Ones

Managers can stay updated about any hurdles that might hinder an employee's work through regular, informal check-ins. Instead of silently struggling, employees can share difficult situations with their managers and seek their advice and expertise. If a person or process stalls a project, a manager can collaborate with their employee to determine the best next steps.

One-on-one meetings greatly enhance the relationship between a manager and an employee. These informal meetings give managers private time with their team members each week. It's an excellent chance for managers to understand their employees personally, which can build a stronger connection and trust over time.

Don't miss this guide; it's super valuable!

A Leader’s Secret Weapon: The Power of One-on-One Meetings

I meticulously review hundreds of articles weekly. Occasionally, I encounter quintessential content that evokes profound admiration and awe.

This corporate literature is among those highly esteemed, penned by an author I greatly respect. Paolo, who has served as my superior for numerous years, has also been my mentor and, even more significantly, a cherished friend for an even more extended period.

If you're a leader who senses a slight gap with your team or is dealing with a turnover rate higher than you're comfortable with, this excellent article might offer the answers you need.

Don't miss this outstanding piece on how to conduct successful one-on-one conversations with your team members. It's a masterpiece!

The Law of Reciprocity

For thousands of years, humans have relied on one another for assistance in finding food, raising children, and surviving. This has engendered a sense of obligation to reciprocate, fostering a more collaborative environment and reducing the risk of providing aid.

Don't miss this article on the law of reciprocity.

High Leverage One-on-Ones

Taking ownership of one-on-one meetings is an effective way to make the most of them. By turning them from a mundane catch-up to a powerful tool for professional development and increasing the value of your contribution to the organization, you can foster personal growth and collaboration and make a positive impact on the organization.

Check out this article on high-leverage one-on-ones.