I was at an internal manager meeting today discussion some recent employee survey results. One of the low spots from our employees was on training and employee development. I shared a quick overview of the trinity: How goals are set, feedback given, and using weekly one-on-ones to help things keep moving along. My directs love it.
The reaction I got from my peers underscored the importance to do one-on-ones more frequently. "I've got 20 directs. I can't spend 10 hours of my week doing one-on-ones." It's probably no surprise that they are doing O3s monthly or even quarterly. Many of our (resource/functional) managers are also project managers, which is something I've never completely understood. Now here's the kicker... we CLAIM (using my best Mark Horstman voice) that we value our employees, but the behaviors aren't backing up those claims.
So, what do I do?... As a first level manager, I am going to try and influence by example. I stated what I do and how well it works. My peers just don't seem to be willing to listen and/or admit that they've got a lot (possibly too many) directs and don't do O3s frequently enough.
On the whiteboard of ideas, at least one bullet said "more frequent follow-ups". Is there anything more I can do to help improve the way employees are treated?