How to communicate on One and One Meetings for better performance improvement?

Performance improvement is a strategy under the umbrella of performance management to help employees achieve better performance and growth. Nowadays, texting is the primary form of communication and it causes difficulties to build an authentic relationship with employees. One on One meetings can involve sharing ideas, working through feedback and obstacles to building better performance improvement. Follow the advice below:

1. To stay up to date with progress on goals, projects, and other responsibilities arrange ongoing performance conversations:

Discussing employee performance is second nature to most. But these conversations aren’t held as frequently as they could be. A lot can happen in a year, let alone a quarter, a month, or a week.

2. To explore past performance and help set goals for the future arrange a year-end performance review:

The annual employee performance review is a common conversation between managers and their direct reports. This topic is one that is most likely a regular part of your performance strategy. 

3. To discover behaviors or barriers that are hindering top performance and create an action plan arrange a performance improvement plan:

Performance conversations aren’t always easy. But when employees aren’t able to perform their best, it’s important for managers to address it right away. This employee meeting topic is a good opportunity to see what may be missing in their experience and what gaps managers can help fill. These meetings should end with clear, agreed-upon action steps for performance improvement.

4. To help employees grow and ensure they feel valued arrange a feedback and recognition plan:

Every meeting is an opportunity to give and gather employee feedback. Gathering feedback helps employees feel valued while giving feedback helps employees grow. Giving feedback helps employees grow while gathering feedback helps employees feel valued and heard.

5. To understand an employee’s goals and desires around career growth and development arrange a career growth and development plan:

Career growth is a key driver of employee performance development, so it makes sense that talking about career development should occur at least once a year. As much as employees may enjoy their current job, they likely have higher career aspirations. And this doesn’t necessarily mean outside of your organization—it could include earning a promotion, getting a raise, or developing new skills.

6. To help remove barriers and provide employees the information and resources they need to keep performing arrange a Resources, work environment, and productivity  plan:

Helping an employee be successful is sometimes as simple as showing them you care. Make sure employees have what they need by asking them what materials, resources, or workspaces would help them be most successful. You may not have the funds or the capacity to help them with every request or need but learning more about what makes them tick can help you understand how to set them up for success.

7. To discover what strengths, preferences, and communication styles motivate employees better, arrange a motivational work style: 

Every employee has their own way of achieving success at work. Each has their very own set of skills, strengths, communication styles, and preferences that help them accomplish tasks and goals. And managers are constantly searching for better ways to motivate employees. They develop incentive plans, create awards, spark friendly office competitions, and re-design work environments in an effort to drive productivity.