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How to Conduct One-to-One Meetings with Your Team

In today’s fast-paced work environment, one-to-one meetings have become an essential tool for managers at PMCs to connect and engage with their team members. These meetings provide an opportunity to build trust, foster open communication, and discuss individual goals and performance.

We here at Evernest can speak to this first-hand. Our supervisors hold monthly one-to-one meetings with each of their direct reports. In fact, we talked in-depth about these meetings in a recent podcast episode. You can listen in on that conversation here.

In this article, we’ll expand upon the importance of one-to-one meetings, their positive impact on employee engagement and retention, and how to structure these meetings effectively to achieve maximum results.

Let’s dive in!

Why One-to-One Meetings are Important

One-to-one meetings are not just another administrative task on a manager’s to-do list. These meetings function as dedicated time for managers to understand their team members’ needs, concerns, and aspirations. By carving out time for individual discussions, managers demonstrate that they care about their employees’ professional growth and well-being.

The one-to-one format is essential in ensuring employees feel heard, valued, and appreciated. That’s because it’s clear they have your undivided attention. This sense of recognition directly contributes to increased motivation, job satisfaction, and commitment to the organization.

One of the key benefits of one-to-one meetings is that they foster open and honest communication between managers and employees. In a group setting, some employees might hesitate to share their real thoughts or feelings. They may be worried they’ll be judged or have their privacy violated. When it’s just the two of you, employees feel more comfortable expressing themselves.

One-to-one meetings also provide a platform for managers to recognize and acknowledge their employees’ accomplishments and contributions. By highlighting their achievements, managers not only boost employee morale but also reinforce a culture of appreciation and recognition within the organization.

One-to-One Meetings, Employee Engagement, and Retention

Employee engagement is crucial for organizational success. Studies have shown that employees who have regular one-to-one meetings with their managers are more engaged and productive compared to those who don’t. By providing a platform for open dialogue and collaboration, one-to-one meetings create a sense of belonging and connection within the team.

Furthermore, these meetings play a significant role in employee retention. When employees feel heard, understood, and supported by their managers, they are more likely to stay with the organization in the long run. This not only reduces turnover costs but also fosters a stable work environment that is conducive to productivity and growth.

Transparency, Feedback, and Direction in One-to-One Meetings

One-to-One Meetings

Transparency is a key element in building trust and fostering open communication within a team. One-to-one meetings provide an opportunity for managers to share relevant information about the organization’s vision, strategy, and goals. By keeping employees informed, managers empower them to align their efforts with the overall direction of the company.

In addition, one-to-one meetings serve as a platform for managers to provide constructive feedback and guidance. By offering timely feedback on performance, managers can help employees identify areas for improvement, recognize their strengths, and set achievable goals. These discussions lay the foundation for continuous development and growth, leading to higher levels of individual and team performance.

Positive Impact of One-to-One Meetings on Team Members

One-to-one meetings have a direct and positive impact on team members’ overall well-being and job satisfaction. By dedicating time to listen to their concerns and ideas, managers create a supportive environment where employees feel valued and respected.

Furthermore, these meetings provide an opportunity to discuss career aspirations and growth opportunities. Managers can identify the skills and interests of their team members and align them with relevant projects or training programs. This personalized approach not only increases employee engagement but also enhances the team’s overall capabilities and performance.

Structure of One-to-One Meetings

For one-to-one meetings to be effective, it is essential to have a clear structure in place. This ensures that discussions remain focused, goals are established, and actions are defined.

Here is Evernest’s structure for conducting one-to-one meetings:

  1. “What did you achieve last month?” Here, the employee will list out all of their accomplishments from the previous month. This gives managers an opportunity to celebrate their staff.
  2. “What will you achieve this month?” Next the employee will plan out their projects for the next month. Which projects are currently on their plate and due to wrap soon? What is coming down the pike? This should all be recorded under this question.
  3. “How can you improve?” For this question, the employee should identify a few areas they feel they could work to improve.
  4. “Are you embracing our core values?” Every employee should be a culture fit. This question allows the employee to reflect on our values and how they apply to the job.
  5. “How do you feel about the team?” The employee can add thoughts and feelings around their team members and their place on the team.
  6. “How can I improve?” This is where the employee must practice radical candor and give their supervisor some constructive criticism.
  7. “Do you have any other concerns to discuss?” Here, the employee can bring up any issues that don’t fall into one of the above categories.
  8. “Review your feedback from the last month. Have you noticed any unique strengths or development opportunities based on the feedback received? Are there any patterns or trends that warrant discussion?” This gives the employee an opportunity to share any positive feedback or reflect on any constructive feedback.

The employee answers each question before the meeting, then runs through their responses with the manager. The manager has an opportunity to add their own notes before finalizing the one-to-one.

This structure works well for us, but be sure to tweak based on your organization’s priorities and goals. Your questions might look quite a bit different, and that’s okay!

Final Thoughts: One-to-One Meetings in Your Organization

One-to-one meetings are a powerful tool for PMC leaders to connect with their team members on an individual level.

Integrating one-to-one meetings into your organization’s culture can have a transformational impact on employee engagement, retention, and performance. It fosters a collaborative environment where employees feel valued, supported, and motivated to contribute their best.

And if you’re still not feeling completely comfortable with this or other aspects of running a PMC? We’ll be here to help every step of the way!

Ready for More?

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