Looking for a sure-fire way to increase employee engagement? Gallup points to the performance management process – specifically, regular 1:1s between employees and managers – as a way to potentially triple your engagement.
When leaders manage employee performance on a continuous basis, they set their people up for success. That’s because regular check-ins (especially in the first 90 days) help build trust between managers and direct reports, and give visibility into current tasks and professional growth initiatives.
But to make the most out of your meetings, you’ll want to use the right 1:1 questions to guide your discussions and pinpoint needs. Sharlyn Lauby, HR consultant, notes that 1:1s should involve a two-way dialogue in which both parties provide feedback and check-in on individual and team goals. She says: “Feedback meetings aren’t just where managers talk, mostly about negative stuff, and the employee listens. The feedback should be positive and constructive on both sides and help the employee perform at a higher level.”
You therefore want to equip your managers with the right 1:1 questions – and even standardized templates – to improve employee engagement and performance.
When you use a standardized template within a people analytics platform, you can document your people’s progress and ensure 1:1 check-in alignment across teams. This helps solidify your performance management process across departments.
Ready to amp up your check-ins? Good 1:1 questions will help manage employee performance by helping your people feel supported, personally and professionally, as they work towards their goals.
Below are 30 1:1 questions for managers to ask throughout your performance management process.
Managers that lead high-performing teams communicate openly and often to help their people do their best work. And since managers are the ones who truly foster engagement and trust among employees, it’s important that your performance management process allows them to create positive connections as often as possible.
Luckily, by embedding the above 1:1 questions into your regular check-in process, you’ll do just that. When managers are intentional with their questioning, they’ll encourage two-way conversations around personal and professional goals. In turn, employees will feel supported and have higher levels of engagement, within regular 1:1s and throughout their employee lifecycle.
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