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Hello,

I am looking to start one-on-ones with my team. I am very busy and looking at the time it will take every week. I know that this problem is not unique, but I wonder if people could give me some insight and recommendations?

What do you do with part-time people? Do they get the full weekly one-on-ones? Or biweekly?

What do you do with staff members who have simpler jobs? Something like a cashier? Basically, not someone with a lot of projects that requires a lot of upkeep and management. Do they still get weekly one-on-ones? Or biweekly?

Is there a problem to have some weekly and some bi-weekly? Like these people are full-time with complicated projects to shepherd, so you get weekly; that person is part-time with projects you want updates on, so weekly; those people are part-time with simple jobs, so you get bi-weekly?

Thanks!
Becky

Jim Clark's picture
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I've struggled with the same questions/concerns you have.  What I found was that on the relationship with those that maybe don't have a lot to share, might be an option.  I recently moved from biweekly to weekly as things can move pretty fast.  There wasn't any pushback from my team.  Making the time for O3s can prevent a lot of the constant interruptions from your team as they'll learn they can hold onto those until the O3.

Jim Clark's picture
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Recently, I noticed that my director shared a Word document that she uses for our 1:1.  It has general topics she hangs onto until we meet.  Since I have edit access to this document I add topics as well.  She will and notes from our meeting into this document and I was curious if me doing the same with my directs is in conflict with the MT O3 principles.

Thoughts?