Although Impraise facilitates and smoothens the process of sharing feedback, it still is essentially a form of human interaction. Impraise is not trying to replace that. As a result, we consider a 1-on-1 in-person conversation after any review an essential part of the process.
During a 1-on-1 conversation people can digest shared feedback, reflect on it and connect it to their goals, allowing them to design an effective strategy for (behavioural) change. Additionally, a follow-up conversation provides reviews with the needed credibility.
We consider a follow-up conversation the ideal situation to touch base with each other and go over professional and personal topics; all important aspects of managerial conversations. In a high-performance environment, it is essential to understand each other and build a mutual trustful relationship.
Finally, a structured engaging 1-on-1 conversation ensures that shared feedback is embedded into your team's mindset and enables each person to develop continuously.
Impraise would like to help you have even more engaging and effective 1-on-1 conversations with your reports. Here are some quick tips from our team:
Manager, Team Lead
Set aside uninterrupted time and schedule the 1-on-1 beforehand
Find a private, neutral place to have a conversation
Prepare by reviewing the report and feedback that the direct report received
Go beyond the numbers, ratings and labels before you come to a conclusion
Mind your tone: be observant rather than emotional
Be clear, specific, honest, fair and supportive in your wording
Ask as many open-ended questions as needed rather than yes/no questions
Try to understand, listen actively and dare to be silent
Acknowledge emotions and address them respectfully
Address short and long term personal growth as well as business goals
Allow the direct report to take the driver’s seat of his own career
Recap the outcome of the conversation and put back into Impraise’s summary section
Connect the outcome to their personal and the business goals
Communicate mutual future actions and accountability
Feel like you’ve missed something? Schedule another 1-on-1
Have regular short follow-ups with your direct reports
See more about how employees can prepare for great 1-on-1s with their managers.
For more information see the following blog posts:
Photo by Luke Chesser