I'm managing front line employees (about two months now) and a couple of them have went to my manager to ask if "this one on one thing was going to continue." This is now the second time they have went directly to my manager to ask. My manager hasn't told me which employees went to her.
While I wasn't told I have to do less fequent one on ones, it was made clear that she feels other managers she has had have lost "buy in" from the team because they didn't "listen" to what they had to say. There was also mention at this level of management, she feels you have to do what they want. It was also brought up that the directs didn't see the value in the one on ones and that there is better things they could be doing with their 30 minutes.
The job the directs are currently doing can be done while they sit at their desk and keep to themselves and do their job (not that they are hitting all their goals/metrics), and because of the nature of the job, I get the impression they think there is nothing to discuss because they are just going to show up everyday and get their work done and that is what they are paid to do.
Around the same time my boss gave me the information the first time, I was also starting to cut some of my one on ones short of 30 minutes because some of my directs were (and still are not) not coming prepared with anything to talk about during their 10 minutes and I also didn't have 30 minutes to talk about.
With my boss bringing this up for the second time, I am trying to figure out what to do. She had the suggestion to talk to them and see what frequency they want... not exactly what I am want to do based on everything I have listened to on this site. I guess the funny thing which I brought up to my boss is that since she was managing them, she has a great relationship with them and they go to her, how am I going to build a relationship? The answer was, do the thing they want, to show them you will listen. This will build a relationship.
Obviously, I would like to keep 30 minute one on ones, once a week. I am unsure how to show my boss that I care what she says and what my directs feel (I do care about both of these) and still make sure one on ones stay the same. Side note, almost none of them are hitting their required goals/metrics. I have had basic discussions what the goals were and where they were at, but haven't used negative feedback yet. I have used encouragement when they have gotten closer to a goal, but I don't know how well that is working.
I'm going to relisten to all the one on one podcasts, but was curious if anyone had anything to say. Sorry for the way to long post and Thanks!