One-on-One Meeting

What is a one-on-one meeting for?

As the name implies, a one-on-one meeting is a meeting between two individuals, usually between a senior co-worker or manager and a subordinate. It could also be a meeting between equal-level employees. A one-on-one meeting between the HR manager and an employee serves to get more personalized feedback and insights from the employee. The purpose of calling a one-on-one meeting can vary from performance reviews, feedback collation, rewards, or sanctions, among other purposes.

What do you talk about in a one-on-one meeting?

In a one-on-one meeting, you want to ensure that the atmosphere is easy enough to enable the employee to speak honestly. To achieve this, the questions and points raised must be pointed and disarming. While the discussion should revolve around work-based issues, you can also pitch in personal insights and ask some personal questions.

  • What are good questions to ask employees in one-on-one meetings?
  • What has been your experience working with your team members?
  • What challenges do you have working on this project?
  • How do you feel about your workload? Too much, too little, or alright?
  • What resources do you need to work on this project more efficiently?
  • Tell me about your short-term career goals. Are you making any steps towards achieving them?
  • How do you unwind after a challenging day at work?

Learning and Development

What is the purpose of learning and development?

Learning and Development (L&D) is the process in HR whereby the skills, knowledge and competencies of employees are enhanced to benefit both the individual and the company. Incorporating learning and development activities into HRM is a core HR duty and is essential to integrate the corporate culture and necessary skills into the workforce. 

What are learning and development activities?

Learning and Development activities can be both structured and formal or semiformal. Activities such as career seminars, training courses, in-person training, mentorships, sponsored education, online learning, in-house competitions, special skills acquisition and more are all examples of learning and development.

What are the types of learning and development?

Orientation: this is the type of learning and development that is given to new employees to familiarize them with existing corporate policies, code of conduct and expected contributions

Technical skills development: this type of learning and development aims to equip employees with the technical skills needed to deliver quality performance. It is usually department-specific, as the technical skills needed in different operations differ.

Soft skills development: this type aims to equip employees with the soft skills that will help them function as high-performing individuals, whether individually or in a team. Skills such as problem-solving, communication, work ethics, teamwork, etc., are regarded as soft skills. 

Safety training: Safety training is a type of L&D that aims to equip workers with skills that help to ensure safety within the workplace. First aid training, fire outbreak training, and health and safety training fall under this category.

Leadership training: this type of L&D is targeted at line managers and team leads or employees who have the potential to fill leadership positions. It exposes them to leadership styles and how they can effectively coordinate themselves and the people below them.

What is an L&D strategy?

An L&D strategy is a clear outline of the company's plans to nurture the skills and competencies of its workforce, to create and build its hub of experts that runs like a well-greased engine. An L&D strategy indicates that the company is investing resources to develop employees into more valuable professionals.

A good L&D strategy is one in which the employees do not feel forced to undergo the process. Instead, the management gives the employees a clear and compelling reason to learn and develop themselves for their good. An L&D strategy fuses the career goals of the employees with the business goals of the company and provides a learning pathway to help both parties meet their objectives.

Why is L&D important?

L&D is important because it helps build the workforce's capacity and capability, ensuring the organization is progressive and prepared for successful future operations. Learning and Development is a vital tool used to bring all employees up to speed on new skills and align them with the company's goals.


Leadership Style

What is a leadership style?

Leadership style refers to the approach that a leader or manager uses in motivating, directing and coordinating the inputs of employees or team members. A good leader must ensure that the strength of each member of the team is leveraged efficiently while the weaknesses are dimmed as much as possible.

What are the 4 leadership styles?

There are four main styles in which leaders lead. While they all want to achieve the same results, leaders tend to approach their teams differently.

Authoritarian/Autocratic leadership: This style is characterized by focusing on the leader. There is a clear chain of command and division between the leader and the team members. The authoritarian leader makes independent decisions, gives orders directly and expects strict compliance. They take no suggestions and tolerate no laxity.

Participative/Democratic leadership: This leadership style focuses on welcoming the inputs of all members of the team. Contributions and objections are considered by the democratic leader.

Transformational Leadership: This leadership style is displayed when the leader positions themself as the model to follow. They set clear goals and aims high while towing the path as an example. The focus here is on the vision, goal or joint challenge.

Laissez-Faire Leadership: This style is displayed in the leader's minimal participation in the team. It shows a leader who expects the team to come up with solutions and means to achieve the said solutions. The Laissez-Faire leader believes they are building a formidable team by allowing them to self-direct. 

How to find your leadership style?

While each leadership style can be implemented depending on the task at hand and the kind of team, most leaders already fall under a style by default. By identifying your values, you discover what leadership style you're likely to adopt.

- Do you value relationships and freedom of choice?

- Do you value meeting goals and clear structure?

- Do you prefer quick decision-making to well-thought-out decisions?

These questions will help you see your approach to leading a team.