One on Ones

It is said, "A manager is as strong as his team is." 

I believe that periodic one on one interactions with team is a great way
– to maintain a rapport with the team members
– to manage expectations (to and from team members)
– to keep them updated about the developments
– to share positive insights and experiences
– to keep them motivated and informed
– to get them to speak about the issues
– to follow up with them on tasks and initiatives
– to prepare them on the anticipated challenges
– to learn about personal and work attibutes of a team member
– to align a team member to organizational objectives
– to show them where they fit in a bigger picture
– to show them a growth plan
– and finally, to know them better.

With regular one on one meetings,

– a lot of mutual trust and synergy is established
– managerial values become more transparent
– team clearly identifies with the organizational goals
– team remains motivated
– managers know the existing work and people issues

A lot depends on the approach managers take when doing one on one meetings with their team members. Its an opportunity for a manager to "listen" and then "act" on individual concerns. A one on one meeting once a fortnight with each team member is desirable. Frequency may then be altered depending on the outcomes.

Here's the process I prefer to follow. The one on ones are small, effective and very informal. Either I invite team member for 20 minutes casual  interaction over a cup of coffee or I walk to their desk and have an interaction. Once there, we just talk (a two way channel) – about expectations, about work, about issues and positive things happening around. One of the biggest advantages of one-on-one meetings is that the team sees manager as an approachable peer rather than just a "manager" or a "boss". For manager, periodic feedbacks help in better analysis, taking prompt actions and follow through them.

Have you done a one on one with your team member lately ??