Many companies are troubled by the fact that the young employees they have taken the trouble to hire do not stay with them. One of the reasons why young employees do not stay with the company and leave is the lack of communication with their supervisors. In this article, we will discuss communication between supervisors and subordinates using “1-on-1”.
Reasons why 1on1 is needed
Let’s take a look at why 1on1 is attracting so much attention, its outline and expected effects.
What is 1on1?
1on1, also known as a “1on1 meeting,” is a meeting between a supervisor and a subordinate. 1on1 is sometimes confused with a face-to-face meeting, but it is different from a face-to-face meeting. 1on1 is often confused with face-to-face meetings, but it is different from face-to-face meetings, as it does not involve one-sided guidance to subordinates as in face-to-face meetings.
1on1 is a dialogue between a supervisor and a subordinate. The supervisor listens carefully to the subordinate to find out what kind of problems the subordinate is facing and how he or she is thinking about their career. The goal is to encourage growth based on the information obtained through the interview.
The purpose of the 1on1 is to support the subordinate through dialogue, rather than one-way guidance or chatting from the boss.
Expected effects of 1on1
A variety of effects can be expected from the implementation of 1on1. The first is the growth of subordinates. When a subordinate is not able to improve his or her work as expected even though he or she understands the job, the supervisor can help the subordinate grow by providing him or her with insights on how to solve the problem.
Another advantage is that by providing regular opportunities for dialogue between the supervisor and subordinate, a relationship of trust can be built. Building a relationship of trust between supervisors and subordinates will also result in increased engagement with the organization.
Furthermore, 1-on-1s are also effective in maintaining subordinates’ motivation to work, as the voices of subordinates reaching their superiors through 1-on-1s can help them understand the issues occurring in the workplace and help solve problems and improve operations.
Tips for smooth 1-on-1s
Next, let’s look at some tips on how to make 1-on-1s go smoothly.
The role of the boss
The role of the supervisor in a 1-on-1 is to be a listener. It is important to listen carefully to your subordinate, rather than giving one-sided guidance.
In order to extract what you want to hear from your subordinate, you should prepare in advance rather than having a haphazard dialogue. It is a good idea to let your subordinate know in advance what you want him to talk about, such as his work situation, problems in the workplace, and his career.
In the 1-on-1 session, the supervisor should listen carefully to the subordinate. Do not interrupt the conversation or change the subject to that of the boss. The key to 1-on-1s is to listen carefully and to create an environment that makes it easy for subordinates to talk.
Points to keep in mind when conducting 1-on-1s
Although 1on1 has been introduced, if the goal is not set, such as “what to talk about” or “what is the purpose,” the expected effect will be diminished. In order to make it a meaningful time, it is necessary to set a goal for your subordinates and promote dialogue to guide them toward the goal.
To make the time meaningful, you need to set goals for your subordinates and guide them toward those goals. If you don’t do this frequently, it will be difficult to see the growth and changes in your subordinates, and you won’t be able to build a trusting relationship with them well. If it is not convenient, the meeting should be postponed rather than cancelled.
It is also important to keep a record of what was discussed. It is also important to keep a record of what was discussed, so that both parties can compare it with past dialogues to check for growth and share awareness.
Advantages of using tools in 1on1
So far, we have explained the key points of 1on1, but to make it go more smoothly, it is better to use tools.
What you can expect from tools
There are a variety of tools that can be used for 1on1, and here are some of the effects you can expect when you use the right tools for 1on1.
First of all, you will be able to communicate easily. With a tool that allows direct communication, you can send questions in advance for 1-on-1s and follow up when necessary.
A tool that allows you to share information with your subordinates will also allow you to clearly indicate their goals. If the rate of achievement of the goal can always be checked, it will be easier to maintain motivation.
In addition, tools make it possible to keep records of interactions in a variety of ways. With a cloud-based tool, you can easily view past interactions whenever you need to.
Goalous for 1-on-1
If you want to facilitate 1-on-1s, you can use Goalous is recommended. Goalous can support 1on1 in the following ways.
The open goal function makes it easy for subordinates to grasp the goal.
Supervisors can grasp the status of their subordinates’ activities with photo actions.
You can communicate with your subordinates as if you were on a social network.
It is easy to look back as the exchanges are accumulated.
If you want to increase communication between supervisors and subordinates, including 1on1, please visit Goalous. I hope you will try to use Goalous to think about internal communication and meetings. I’m sure you will.
Colorkrew, the developer of Goalous, also offers free seminars to help you manage your organization. It will be a good reference for 1on1.
If you want to increase employee engagement, I recommend using 1-on-1s that focus on hearing from subordinates. 1-on-1s are different from face-to-face meetings, so be sure to prepare in advance and record the content so you can look back on it.
Tools are useful for conducting 1-on-1s efficiently. If you want to solve problems and improve your business, you should consider using tools for 1-on-1.