Virtual One-on-One Meetings: How to Build a Better Connection
Virtual One-On-One Meetings Provide Direction And Connection
One of the simplest, most cost-effective ways to build trust and improve performance in your virtual team is a deliberate and well-executed cadence of virtual one-on-one meetings. Here are six topics both high-performing and struggling employees tell us they’re yearning for in their virtual one-on-one meetings.
Your Employees Are Yearning For More in a Virtual One-on-One Meeting
Even before this transition to remote work, when we would ask employees about their experience with one-on-one meetings, we often heard nervous laughter and responses like these:
“One-on-one meetings, what are those (hahaha)?”
“She has an open door. She tells us to come by whenever we want. (Of course, she’s never there. Hahaha).” I just wish she could carve out some dedicated time.
“I just count on windshield time with my manager between client visits. He’s so busy, that’s the only time I know I’ve got him captive (hahaha).”
“He just leaves me alone. I do a good job. I guess he would tell me if I was screwing up (hahaha).”
Obviously, these responses are less than ideal, but it’s even harder to wing it now. So much is changing—and fast.
In the last few months, when we’ve asked employees about their one-on-one meetings, the tenor of the conversations has changed from nervous laughter to deep concern.
Employees are yearning for MORE DIRECTION and CONNECTION in their virtual one-on-one meetings.
We explore this concept further in our Asking for a Friend series:
“Dear Boss, Here’s What I Need Most In Our Virtual One-On-One Meeting…”
Here we share what we’re hearing employees need most right now in their one-on-ones.
We encourage you to share this article with your team and to talk about what’s working in your remote one-on-ones and what you can do to take them to the next level.
1. Clarity: Help Me Understand What’s Most Important Right Now
“I understand that you don’t have all the answers. Priorities change. But please give me a fighting chance of working on the right things, because quite frankly, I’m feeling overwhelmed and I don’t have time for rework or wasted effort. Please use our one-on-one meeting to ensure I know what matters most this week, and what I need to do to be successful.”
2. Caring: Show Me I Matter More Than My KPIs
“It’s been a rough week. I’m tired. I signed up to be a working parent, but not a working parent with no daycare!
I know you’re busy, but before you jump right in and talk about the project, can you take a minute to see me and check-in to see if I’m doing okay?”
3. Consistency: Give Me a Cadence I Can Count On
“I know your heart is in the right place and that you’re being pulled in a million directions too. But this is the third time you’ve canceled our one-on-one meeting. I had my list all ready to cover with you. And now I’ve got to track you down.
I scheduled my one-on-one meetings with my team AFTER ours so I would have answers for them. Now I’m heading into those with unanswered questions which is embarrassing and is slowing all of us down.”
4. Credibility: Be Real With Me, So I Can Be Real With You
“You know what made me feel great, that one time when you opened up and really shared how you were feeling. It made me feel so much better to know that you’re scared and tired too. But since then, you’ve just been so perky and positive—and I wonder, are you for real?”
5. Capacity: Ask Me What Support I Need
“What I need to hear more than anything right now is: ‘How can I be most helpful?’
I have ideas about how you can help. But, it’s frustrating to have to always be the one initiating that conversation.”
6. Curiosity: Ask Me For My Ideas
“I’m learning a lot and I’ve got some great ideas about how we can do things better. But, I feel awkward sharing my ideas if I’m not asked.’
‘Boss, I really care about you, this company, and our success. I’d love to have some time to pull up with you each week in a quick online one-on-one meeting to share as we work through this important time together.’
Your courageous employee.”