"'What is the most important thing you and I should be talking about?' I will rely on you to tell me." - Susan Scott
Such is the key sentence suggested to drive a routine one-on-one meeting between a supervisor and employee. The optimum schedule for such a meeting is once a month for two hours. In other words, twelve times a year ask each key person to explore his or her most important issues with you.
The time schedule doesn't matter so much as the nature of the question. Is there a better, or simpler gesture of empowerment and inclusiveness than to put the team member completely in the driver's seat? It's something I'm not good at yet, but I think it would work well in all relationships.
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