A Manager's Most Critical Duty

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.