{"id":1265,"date":"2013-07-15T22:38:32","date_gmt":"2013-07-16T05:38:32","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=1265"},"modified":"2013-07-15T23:23:26","modified_gmt":"2013-07-16T06:23:26","slug":"one-on-ones-the-most-powerful-management-tool","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/one-on-ones-the-most-powerful-management-tool\/","title":{"rendered":"One-On-Ones: The Most Powerful Management Tool"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/07\/management.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-full wp-image-1268\" alt=\"management\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/07\/management.jpg\" width=\"400\" height=\"267\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/07\/management.jpg 400w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/07\/management-300x200.jpg 300w\" sizes=\"(max-width: 400px) 100vw, 400px\" \/><\/a>The\u00a0regularly scheduled one-on-one (O-o-O) has been called the most powerful management tool available. Yet many managers are not having regular one-on-one meetings with employees, and it impacts the work environment.<\/p>\n<p>To make the O-o-O effective, it should be regularly scheduled (every other Tuesday at 9AM or every Monday at 4PM or whatever works). It should be rarely missed and its primary focus must be on the employee and their performance. Notes should be taken by both the employee and the manager. The meeting will likely last no more than 30 minutes with 10 minutes for the employee, 10 minutes for you, and 10 minutes to focus on the employee\u2019s development.<\/p>\n<p>To prepare for your next O-o-O with an employee,\u00a0ask yourself a few questions:<\/p>\n<p>\u00b7 What positive feedback can I give the employee?<br \/>\n\u00b7 What commitments did I make at the last O-o-O that I need to follow\u00a0up on?<br \/>\n\u00b7 What commitments did the employee make at the last O-o-O that we\u00a0need to follow up on?<br \/>\n\u00b7 What information have I received from outside sources that I need to\u00a0share with the employee?<br \/>\n\u00b7 What is currently on my plate that I can delegate to the employee\u00a0that might be helpful to their development?<\/p>\n<p>Some managers use a standardized form to track the outcomes of each O-o-O. The format might include notes you take from the employee\u2019s update, notes you prepare for your update to the employee, and a list of agreements or follow-up items. The fundamental goal of the O-o-O is to maintain an ongoing dialogue with each employee about:<\/p>\n<p>\u00b7 performance expectations<br \/>\n\u00b7 resources the employee needs to meet the performance expectations<br \/>\n\u00b7 feedback on the employee\u2019s progress<br \/>\n\u00b7 development opportunities the employee is pursuing<\/p>\n<p>The O-o-O meeting is notably the most powerful management tool available.\u00a0 It is a no-cost, personal way to boost morale, enhance engagement, and improve performance.\u00a0 So when is your next O-o-O?<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The\u00a0regularly scheduled one-on-one (O-o-O) has been called the most powerful management tool available. Yet many managers are not having regular one-on-one meetings with employees, and it impacts the work environment. To make the O-o-O effective, it should be regularly scheduled (every other Tuesday at 9AM or every Monday at 4PM or whatever works). It should [&hellip;]<\/p>\n","protected":false},"author":59,"featured_media":1268,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[69],"tags":[],"class_list":["post-1265","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>One-On-Ones: The Most Powerful Management Tool - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/one-on-ones-the-most-powerful-management-tool\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"One-On-Ones: The Most Powerful Management Tool - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"The\u00a0regularly scheduled one-on-one (O-o-O) has been called the most powerful management tool available. Yet many managers are not having regular one-on-one meetings with employees, and it impacts the work environment. To make the O-o-O effective, it should be regularly scheduled (every other Tuesday at 9AM or every Monday at 4PM or whatever works). 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