• ABOUT US
  • OUR PROGRAM
  • NIA'S BLOG
  • Contact
  • One Thing to do Today
  • ABOUT US
  • OUR PROGRAM
  • NIA'S BLOG
  • Contact
  • One Thing to do Today









​Nia's Blog

A Manager's Most Critical Duty

10/6/2022

0 Comments

 
The importance of people managers in engaging employees cannot be underestimated.
 
Especially in a post-COVID world, where employee expectations have shifted to wanting kind, caring leaders.
 
Yet, while organizational leaders are critical, so too is the implementation of a number of fundamental practices that have been shown to drive engagement and improve culture.
 
🚩 𝘽𝙪𝙩 𝙩𝙝𝙚 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚’𝙨 𝙙𝙞𝙧𝙚𝙘𝙩 𝙢𝙖𝙣𝙖𝙜𝙚𝙧 𝙥𝙡𝙖𝙮𝙨 𝙩𝙝𝙚 𝙢𝙤𝙨𝙩 𝙘𝙧𝙪𝙘𝙞𝙖𝙡 𝙧𝙤𝙡𝙚 𝙤𝙛 𝙖𝙡𝙡.
 
Because they are the person with the most impact on their direct reports’ day-to-day work and environment.
 
Therefore, one of the most important practices, between a manager and their direct report, is their 1-on-1 meeting.
 
Since they are the one thing that most help build a solid connection between the two.
 
And truly allow them to get to know one another, on a more personal level.
 
𝙄𝙣 𝙩𝙝𝙚 𝙥𝙧𝙤𝙘𝙚𝙨𝙨, 𝙗𝙪𝙞𝙡𝙙𝙞𝙣𝙜 𝙩𝙧𝙪𝙨𝙩, 𝙬𝙝𝙞𝙘𝙝 𝙡𝙚𝙖𝙙𝙨 𝙩𝙤 𝙚𝙣𝙜𝙖𝙜𝙚𝙙 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨.
 
However, quite often, managers and direct reports are not making the most of these meetings.
 
And they are often an unstructured, casual catch-up, covering little more than brief status updates.
 
Frequently because no-one has shown the manager how to do it any differently.
 
Instead, there are a number of rules to having successful 1-on-1s:
 
✅ They should reliably occur on a weekly, perhaps bi-weekly, but no farther apart than that.
✅ They should always be a priority, 𝙣𝙤𝙩 something that the manager regularly cancels or reschedules.
✅ They should be an expectation of the culture, and managers should be held accountable if they are not happening.
✅ They should be a focused conversation, with a set, employee-driven agenda.
✅ Coaching and development should be the main focus.
✅ Linking work to company goals and initiatives is also critical. 
 
Do not simply tell manager how important 1:1s are, and leave them to figure it out on their own.
 
Instead, let them know specifically why, and arm them with the knowledge and tools necessary to successfully run them.
 
So, start right now, by ensuring weekly, structured 1:1s between managers and employees.
 
With these practices in place, not only will work be more meaningful and productive, but employees will feel like they have a manager, who cares about them.
 
Going a long way towards them being engaged, and not wanting to leave.

0 Comments



Leave a Reply.

    Author

    Nia is passionate about engaging employees and cultivating compassionate cultures, a win-win for both employers and employees.

    Archives

    November 2024
    October 2024
    September 2024
    August 2024
    July 2024
    June 2024
    May 2024
    April 2024
    March 2024
    February 2024
    January 2024
    December 2023
    November 2023
    October 2023
    September 2023
    August 2023
    July 2023
    June 2023
    May 2023
    April 2023
    March 2023
    February 2023
    January 2023
    December 2022
    November 2022
    October 2022
    September 2022
    August 2022
    July 2022
    June 2022
    May 2022
    April 2022
    March 2022
    February 2022
    January 2022
    December 2021
    November 2021
    October 2021
    July 2021
    June 2021
    May 2021
    December 2020
    November 2020
    September 2020
    August 2020

    Categories

    All

    RSS Feed

Picture
​© 2025 SeaBright HR Inc.
doing business as:
​SeaBright Culture Solutions
Picture