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.Read the full article @ LinkedIn