Author Profile Picture

Wakas Javed

Webspeed UK

Training Manager

Read more from Wakas Javed

googletag.cmd.push(function() { googletag.display(‘div-gpt-ad-1705321608055-0’); });

How to Boost Employee output by One on One Meeting

default-16x9

First of all, one-on-one communication is generally the most effective way for human beings to share ideas, create workable plans, and clear up any concerns and questions either participant may have. There are, of course, exceptions to this, such as the group conversation/discussion that brings a number of ideas into the realm of possibility.

However, if both individuals in a one on one meeting are honest and open in their communication, the process can be very productive and efficient. In fact, group discussions may be productive, but may lack the efficiency of the face-to-face method. Using this basic “tool” to enhance employee productivity can make a significant difference in your business success.

The Goal

Perhaps the greatest failing of business owners and managers involves their failure to plan. This idea is based on the concept that most people don’t plan to fail. They fail to plan. Because the subject of this brief discussion is employee productivity, that should also be the goal. A lack of planning almost always means no one has focused on goals, or a lack of goals.

Here are some ideas to help you improve productivity through one-on-one meetings with employees.

  1. Start by making sure each individual fits the position and tasks within that position. You should think carefully about how an employee is suited, mentally and physically, to the job you’ve given them. Only then can you begin to address productivity in the proper manner.
     
  2. View learning and growth of skills as a business investment. This can be accomplished by providing classroom training, on-the-job training, and through a one-on-one meeting in which you deliver necessary information directly. 
     
  3. During these more intimate meetings, and in group sessions, you should ensure each employee understands there are performance goals and standards by which they will be judged. This is not punishment. It’s holding workers accountable.
     
  4. Be as personal, and personable, as you can when talking to individual employees. But, you must continue to work in a business setting, so be professional and “supervisory” as well. This means staying in control of the meeting while encouraging open and honest conversation.
     
  5. Do all you can to make the work environment comfortable-but-productive for each employee. At times it may be necessary to go with “majority rules” when making business decisions. In face-to-face meetings, make sure the individual understands he or she is part of a team.
     
  6. Make the meetings productive by working with the individual on two or three key items they will be able to take action on when they return to their work space. 
     
  7. Be a record-keeper and a note-taker, then refer to this information during individual meetings. This will keep the meeting on track, which shows the employee you’re interested in productivity. It also helps you measure performance and give the employee feedback on how they can achieve their part of the overall business goal.
     
  8. Talk candidly with each individual about their part in the process, and look for ways to connect several individuals so you can create project teams or work groups based on what you learn about each employee.

Follow these basic steps each time and you’ll be amazed at how the larger group, and your business, will be more productive.

Author Profile Picture
Wakas Javed

Training Manager

Read more from Wakas Javed
Newsletter

Get the latest from TrainingZone.

Elevate your L&D expertise by subscribing to TrainingZone’s newsletter! Get curated insights, premium reports, and event updates from industry leaders.

 

Thank you!