Thanks for watching! Here you can download the free checklist on how to conduct 1 on 1 meetings: www.berndgeropp.com/subscribe-checklist-one-on-ones/ You may also be interested in this video: "How to give feedback to your employees!": kzfaq.info/get/bejne/h7tyn8ugnrm1nIk.html

I truely believe 1:1 meetings are one of the most powerful ways to build trust. Thanks for sharing Bernd!

I had a one on one with my Managers and I was very disappointed. 1 Manager keeps checking her mob phone and responding to text/ email. I wonder why she bothered to have a weekly one on one meeting with me. I left the meeting and kept thinking of my time waste with her instead of doing my work. Another Manager took note whenever we had a one on one meeting, he made me so nervous about our conversation so much that I wasn’t myself. Not only that he didn’t allow me to finish our meeting, he rushed through the meeting and reminded me that we went over the time. Both experiences made me feel undervalued and demotivated. Ironically both Managers have formal Management qualification.

I am going to handle a new team as a team lead, where i got promoted recently. And i was desperately searching for how i should be or how to handle my new responsibility and fortunately found your videos. I am an Introvert and worried how am i going to engage with poeple as that is the most toughest job for me😅. Yet thank you for all the videos as each and every words are so understandable and acts as a guide for us. Thank you for the wonderful job ! Love to learn more from you . Wishing this channel should grow huge and lot of us get benefited out of you.

This is a really great video, your information was a game changer. Brilliant advice!

No matter how you twist and turn it a 1:1 meeting ALWAYS is viewed as a camouflaged " friendly " managerial /management interrogation by the employee.

Good grief these are helpful videos. Clear, concise, and practical advice. Thank you!

Great examples on how you can start a 1:1 by asking "safe" personal questions as simple as "John, how is going?" or "John, what is your biggest challenge right now?". Managers should understand that they shouldn't automatically start asking about the person's family, plans over the weekend, and other really personal questions like that until you have developed the relationship and the other person feels comfortable. Too often, managers try to force personal questions because they're told that they should. I like your suggestion of easing into it. Really well done overall!

Thanks Bernd, great tips to get organised with 1-1

Where I work everyone has one on one meetings each week with their manager. Invaluable in doing my job well.

I love this channel. I am new into a team lead role and your advice helps me start organizing and doing things much better. Thank you.

Thank you so much you’ve helped me a lot ❤

thanks for helping me out in this very special moment at the very begining of my journey to management

I love your facial expressions when you demonstrate questions Nice way for us to copy

You are a legend 👏🏾

Thanks for excellent tips.

Your videos are wonderful! Thank you for sharing your knowledge.

Fantastic! Great information and examples. Subscribed and looking forward to your future content!

Thank you, Bernd. Concise, engaging and informative videos. Very helpful.

Thank you for the videos, I think I may be in way over my head.

I like how your alter-ego with the red tie was just an asshole boss in the first video, and here he's just a good but confused guy and you're leading him and educating him :)

1 on 1 meetings are usually a waste of time unless the manager is actually well trained at time management and following an agenda. However, most managers are not... so the truth is; 1 on 1 meetings should be held more frequently at the beginning of on-boarding a new team member and then gradually making those 1 on 1 meetings less frequent as those employees become more experienced and competent at their job. Managers who hold too many 1 on 1 meetings frequently (especially without a clear agenda) will often find themselves going around in circles talking about random things just to fill the time of the scheduled 1 on 1 meeting. This is unprofessional, inconsiderate and shows a lack of a care to the employee. On the other hand, even if the meetings are on topic, having frequent 1 on 1 meetings to an experienced team member can feel daunting and come off as micromanagement. Ideally, start off with weekly 1 on 1 meetings when they are new, and gradually work your way down to monthly 1 on 1 meetings (maybe after 3 months). This will make things more productive and provide more topics to discuss at the 1 on 1 meetings.

Awesome content! Subscribed

❤👍

Thank you for your content I find your videos very informative I am relocating soon for a new role and have been hitting down a lot of your points which I will implement into my new mgt role Thank you very much Off to my next video Thank you 🙏

Amazing topic, I think after the 1 on 1 it's very important to follow up the results after and after so need to improve it

Amazing sir 👍

Great ideas

Thank you very much for your video, I like your points very much. I have a question, I am a employee and I would like to invite my manager for 1:1, is it a good idea employee invites the manager for this meeting? Because I like the regular feedback’s, so that I can work on my shortcomings.

how often do you recommend i conduct these if i have over 150 direct reports or would this only work with smaller companies?

Bernd - just found you a couple weeks back. I've watched more than a few of your videos. I appreciate the production value you put into the videos. I get more than a few chuckles, but more importantly, I get reinforcement, new ideas and tips! Keep up the great work! Oh FYI, your link for the free checklist for 1 on 1 meetings isn't working.

Its good idea for one -one meeting, but i have question here, if there are multiple teams approx 40 memebers together, then it would really take ling time. As a result running one - one meeting wouldnt be time friendly i think. During this time what else can be adopted please..

I am a new manager, but I have 14 reports. With all the other meetings we have I don't feel I can have 1 on 1s with that many people every 2 weeks. :-(

Subsciption link is not working findly check.