5 Signs Your One-on-Ones Aren’t Working | Harvard Business Review

Talent Management

One enabler of effective performance management (PM) is ongoing and frequent one-on-one conversations between managers and their direct reports. While this philosophy is widely endorsed, the value of these discussions can vary greatly and depend on multiple factors. With many organizations conducting mid-year performance check-ins this time of the year, this new HBR article shares some ideas that could enable more effective one-on-one discussions. It outlines five warning signs that your one-on-ones might not be working effectively and offers suggestions for improvement. For instance, if your meeting always goes over time, it might be due to excessive detail, rehashing old topics, or getting off track. Concerning rehashing old topics, the author recommends asking: Why do we keep coming back to this topic? What’s stopping us from moving forward? Are we avoiding being direct about a difficult subject? As a bonus, I am resharing the MIT Sloan Management Review article, Five Ways to Make Your One-On-One Meetings More Effective. This article offers five crucial questions for managers to pose during one-on-one meetings to ensure appropriate time allocation to topics of interest to both managers and direct reports.