This guide will help you get started on creating and launching your 1-on-1 activities.
Get to Know 1-on-1s
1-on-1 Features in Talent Development
Here are some resources to help you get familiar with 1-on-1 features in Talent:
Note: Did you know you can sync your 1-on-1s to calendars? Try it out, to reduce barriers to engaging with 1-on-1s!
Determine your 1-on-1s Activities
There are many kinds of 1-on-1s that managers can have with their employees. Some include:
Tactical 1-on-1s: These are regular conversations focused on removing roadblocks toward progress against goals and day-to-day business operations. At a minimum, we recommend that these are conducted monthly but participants will get the most out of these 1-on-1s on a weekly or bi-weekly basis.
Career & Growth Conversations: These are typically conducted on a monthly or quarterly basis and are designed to align on growth plans and career paths. These conversations often revisit professional development plans and goals to make sure that employees are on track and getting the right support. Templates could be designed using coaching questions that Managers are familiar with from company frameworks.
Lightweight Reviews: These are often conducted between formal review periods. Some companies opt for a periodic check-in to assess progress since the last review and to gather talent metrics more frequently.
Special Initiatives: 1-on-1s may support specific themes or company programs. For example, health and wellness may be a core theme for a quarter and companies can create a 1-on-1s to ensure people are checking in with their Managers. If a change or acquisition has occurred, admins may suggest using a global template focused on navigating change and how Managers can relay the right information at the right time.
Build 1-on-1s Templates
Global Templates: Companies have the option to keep templates open for all people to use across the company. This is valuable for driving company-wide initiatives such as Lightweight Reviews.
Customized Templates: Managers and Employees can customize their own templates to suit their needs. This is effective for tactical 1-on-1s in particular where managers and employees can add agenda items that are specific to their conversations
Tips for Templates: Nudge strong coaching conversations by creating good questions and equipping Managers with coaching skills.
Communication & Training
Benefits of having 1-on-1s are integrated into your practices include:
Managers can save time and have stronger conversations as the system reminds both Employees and Managers to prepare ahead of time. 1-on-1s also allow tracking past conversations, tasks and current progress on goals that can easily be pulled into the conversation.
Employees can influence the meeting agenda by adding their own conversation topics to ensure they are meeting their needs and have a say in their development and growth.
Admins can scope what type of conversations are happening across the company, what themes may emerge and what gaps may exist that could direct future efforts.
Gain insights on the usage and engagement trends of 1-on-1s
Once your 1-on-1s are regularly occurring you can monitor usage and engagement based on the number of 1-on-1s finalized on your global templates, exporting data to identify trends and themes in and iterate on templates to keep things fresh in your 1-on-1s.
You can also opt to automate notifications and reminders to managers and employees to schedule their 1-on-1s using the Programs functionality and support habits of regular conversations and feedback.
1-on1s: workflows and best practices (9 minute read)
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