If you have been doing one-on-ones with your employees (or your boss), you might have experienced a certain kind of conversations. They drag along awkwardly, or feel a bit shallow. You do not make progress on anything meaningful. Instead, the conversation is little more than a status update. But status updates are not what one-on-ones are for, because you could have those “out in the open”, without meeting privately. The real value of one-on-ones is to make progress on the employee’s long-term goals, to build rapport, to identify problems that keep the employee from reaching her full potential, to toss half-baked ideas around, and so on.
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