Three Tips for Great One-on-Ones
Manager Feedback and Trust in Agile Environments
📝 You may have experienced terrible one-on-ones where the manager canceled the meeting, or worse, where the meeting interrupted critical work. Perhaps the manager didn’t even offer useful feedback or coaching, never mind career development. One-on-ones don’t have to be that way. You can create great one-on-ones with the following three tips.
You might think that one-on-ones don’t matter in an agile environment because a manager doesn’t need to ask for status. However, one-on-ones are not about status — they are the place a manager can see early warning signs to know if a person or a team is successful or off-track. Useful one-on-one meetings help a manager create a culture where everyone can do their best work. Those kinds of one-on-ones require a different approach, one where the manager and the employee collaborate to create a trusting relationship.
Let’s start with the idea of a one-on-one as an early warning signal.
