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One meeting completely changed how I managed and led my first team.
It was a called a Quarterly Conversation and here& #39;s how it worked:
It was a called a Quarterly Conversation and here& #39;s how it worked:
We scheduled these out for at least a year, so I and my direct reports knew when it was months in advance and could prepare. One hour meetings, every three months, one-on-one.
We tracked the conversations in our project management system so there was a record of the notes from these conversations throughout an employee& #39;s time at the company.
The 1st part of the convo is to review the roles/responsibilities of the employee. We& #39;d make sure that they were still the same from the last convo or get them updated. Then we& #39;d discuss, for each item, if they 1) Get it 2) Want it 3) Have the capacity (ability) to do it.
Next we& #39;d EACH talk through what& #39;s working and what& #39;s not working. We didn& #39;t wing it, we were both prepared. This could be tactical items ("this software sucks"), coworkers ("I& #39;m having a hard time communicating with ___"), or broader discussion on decisions made, workflow, etc.
It& #39;s important to talk through the above AND work towards possible solutions. Don& #39;t just vent and think everyone feels better. Get to a solution either right there in the convo or by writing down action items for next steps.
Next I& #39;d ask about their professional & personal goals and if they feel like they are pursuing them in this role. If not, we& #39;d talk about how to change that. Sharing personal goals is completely optional - but helps you make sure you& #39;re leading the person, not just the employee.
Lastly, we& #39;d both share one thing we want the other to Start Doing ("Delegate more of ___ to me, I& #39;m ready") and one thing we want the other to Stop Doing ("Don& #39;t jump in to help on things until I ask")
TL;DR - Every three months, have an honest, one-on-one conversation with each of your direct reports. Get as much feedback as you give, here& #39;s an agenda:
-Review roles & responsibilities
-Discuss What& #39;s Working/Not Working
-Set Personal/Professional Goals
-Start/Stop One Thing
-Review roles & responsibilities
-Discuss What& #39;s Working/Not Working
-Set Personal/Professional Goals
-Start/Stop One Thing
P.S. This format is based on the EOS Quarterly Conversation model with some additions/changes from me and my company.
I can also talk about Entrepreneurial Operating System (EOS) ALL DAY if anyone wants to hear about that let me know. It was game changing.
I can also talk about Entrepreneurial Operating System (EOS) ALL DAY if anyone wants to hear about that let me know. It was game changing.
