5 Reasons Managers Need to Take Better Notes During One-on-One Conversations
In order to effectively coach employees, you need to have an ongoing dialogue that provides updates on progress, facilitates development, and keeps both parties on the same page. We encourage managers to meet with each employee at least monthly, if not weekly, to develop a greater understanding of who the employee is as an individual. The best way to do this is to create a series of one-on-one meetings, intentionally setting aside time with each employee to ensure everyone remains engaged and on track.
But simply conducting one-on-one meetings isn’t enough. How will you track follow-up actions or gauge the employee’s development if you can’t access the outcomes and decisions from previous conversations?
Performance conversation software allows you to easily document and recall one-on-one discussions. Here are our top five reasons why tracking frequent one-on-one conversations is critical to maximizing the impact of these meetings.
Michael Sauers is the Director of Logan Library in Logan, UT. Prior to this he was one of the founding staff and Technology Manager for Do Space in Omaha, NE. After earning his MLS in 1995 from the University at Albany's School of Information Science and Policy Michael spent his first 20 years as a librarian training other librarians in technology along with time as a public library trustee, a bookstore manager for a library friends group, a reference librarian, a technology consultant, and a bookseller. He has written dozens of articles for various journals and magazines and has published 14 books ranging from library technology, blogging, Web design, and an index to a popular horror magazine. In his spare time, he blogs at TravelinLibrarian.info, runs The Collector's Guide to Dean Koontz website at CollectingKoontz.com, takes many, many photos, and typically reads more than 100 books a year.
Unless otherwise stated, all opinions are my own and are not to be considered those of the City of Logan, UT.
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