6 Best Questions for One-On-Ones (For Managers)

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Helen Bryant - Leadership Accelerator

Күн бұрын

One on Ones are an essential part of any manager's operating system. These important conversations can empower your team, build trust and give managers confidence that their team are on top of their work.
In this video, I share the best questions for effective one on one meetings, so that you have better conversations and build stronger working relationships with your team members. Use these questions to spark your one on one meetings with your direct reports.
#OneonOnes #Managertips #Leadership

Пікірлер: 18

@hivesteel 7 ай бұрын

Seems like I stumbled upon an amazing channel! I appreciate the clear, straightforward tips.

@helenbryant 7 ай бұрын

So pleased to hear that @hivesteel. Thank you for letting me know. 😀

@paulcunnington8856 2 жыл бұрын

Another great video Helen. Thank you.

@markandaya2843 Жыл бұрын

Hi Helen - I've waited for this and it's worthy! I set a meeting with my team this coming week and this will absolutely be helping me to make the 1 on 1 effective. Thank you! More power!

@helenbryant Жыл бұрын

That is good to hear! Reach out if you need any help 🙂🙃

@benmcg2233 11 ай бұрын

Thank you. Good advice.

@helenbryant 11 ай бұрын

Thank you 😊

@mattemond777 8 ай бұрын

Great questions but it does seem like asking someone what they want to get out of the job is a question you'd ask during performance reviews (1-2x/yr) and not at every 1 on 1 meeting. I'm also wondering what your advice would be if people came back to some of these questions with "I'm not sure", especially for the last 3 questions.

@helenbryant 8 ай бұрын

Great question @mattemond777. Thanks for reaching out. 🙏 These questions were designed to open up the 1:1 conversation and add variety, and I would definitely encourage questions on career and development to be part of the performance review process. However, based on my experience, I've noticed that not all managers broach this topic with their team members, and if they do, it does not always connect with the day-to-day. It doesn’t need to be asked every time, but keeping this conversation fresh, I think, helps maintain relevance and keeps it front of mind. If they say they are not sure, it presents a great opportunity to help the person find out. Helping them explore what truly excites them, what drives their motivation, what they might not enjoy, and what personal achievements they aspire to. This is where the manager can step in as both a mentor and a coach. They can share insights into the role's potential opportunities and provide guidance to help the team member make the most of their position. Ultimately, I think these conversations are a way for leaders to enhance engagement at work, leading to better results and happier employees - something that, unfortunately, is lacking for many.