One to one phone dating
45) What could I do as a manager to make your work easier? 48) What could I do to make you enjoy your work more? A one on one is the best time to dig into any issues that may be affecting them and do things to help them with it. You don’t need to be there therapist, but a little empathy can go a long way with these kinds of questions. 69) How do you feel about your current compensation (salary and benefits)? 73) If they have children: How is [name of child] doing? It can also inspire inexpensive ways to thank a team member. One of the biggest opportunities for improvement in productivity comes from improving the interpersonal relationships among team members. 90) Has anyone on the team ever made you feel uncomfortable? One on ones are a great time to coach people on issues they’re having with coworkers.70) What’s one thing we could change about work for you that would improve your personal life? Questions like these help uncover problems and opportunities to help every person become a better team member. You can also use it as an opportunity to uncover problems on the team before they blow up into a big deal.22) Do you think our company is loyal to its employees? 23) Are there any aspects of our culture you wish you could change? How often do you think you need meetings to ensure you stay that way?24) What are your favorite parts about our culture? 31) What do you think are the long term prospects of the company?If you take action on the things you can change and help your reports understand why some others are the way they are, you can help relieve a lot of frustration while making people feel heard.Creating a culture of learning and self improvement starts with discussions like one on ones to help people understand what they should do differently. 35) What area of the company would you like to learn more about? 40) What’s a recent situation you wish you handled differently? 41) What additional training or education would you like?Are you included in any you don’t want to be a part of? While you may be in meetings, buzzing around the office or traveling, they likely see things in the office that affect their productivity a lot (for better and worse).100) What do you do when you feel low energy or unmotivated? Making changes can have a huge impact on your team’s output.
These questions will help you learn what those goals are and see if they feel they’re making progress on them. All of this while having the chance to easily ask follow up questions to better understand them.By discussing them in private, you avoid embarrassing them in a more public setting and can coach them through the changes needed. 36) What skills would you like to develop right now? 42) Are there any roles in the company you’d like to learn more about?37) Who in the company would you like to learn from? 43) What do you think are the key skills for your role? 44) Is there an aspect of your job you would like more help or coaching? 63) When was the time you enjoyed working here the most? 86) What’s one thing we should change about how our team works together?96) What makes you excited and motivated to work on a project?97) When you get stuck on something, what is your process for getting unstuck? 98) What part of your work routine do you find is working best? 99) Are there any meetings or discussions you feel you should be a part of that you’re not?
Do you come in prepared and ready to make the most of each one or do some go better than others as you wing it half the time? One on ones are all about your people and building a strong, trusting relationship with them.