In an organization being a successful manager means developing strong relationships with your employees, and one on one meetings are a big part of that. Beyond building those connections, there are several benefits of effective one-on-one meetings from increasing employee engagement to boosting team productivity and alignment.
Here is the checklist for one-on-one meetings for new hires:
Pre-Meeting Preparation
Review the New Hire’s Profile:
Go over their role, background, and any notes from the onboarding process.
Check the progress on initial tasks or projects assigned during onboarding.
Set an Agenda:
Draft key topics to discuss, such as challenges, progress, goals, and feedback.
Allow the new hire to contribute to the agenda to address their concerns.
Review Feedback and Progress:
Gather feedback from team members, mentors, or supervisors regarding the new hire’s performance.
Review any metrics or KPIs relevant to their role.
During the Meeting
Welcome and Opening
Check-in
: Ask how the new hire is feeling, both personally and professionally.
Build rapport
: Take a few minutes to discuss non-work-related topics (if comfortable).
Performance Check-In:
Ask about the new hire’s first impressions of their role and the company.
Review initial tasks, goals, and any challenges they are facing.
Clarify any confusion about their responsibilities or expectations.
Training and Onboarding Feedback:
Gather feedback on the onboarding process: Is the training helpful? Are there any gaps in the resources provided?
Ask if they feel adequately supported and if they need additional tools or guidance.
Identify Roadblocks or Concerns:
Ask if there are any challenges or roadblocks that are preventing them from completing their tasks.
Discuss any issues related to team dynamics, workload, or communication.
Skill Development and Learning:
Discuss areas where they feel they need further training or improvement.
Offer guidance on resources or mentorship opportunities for their professional growth.
Goal Setting and Expectations:
Review short-term and long-term goals. Ensure they understand their role’s key objectives.
Set new, clear expectations for the next phase of their work (next few weeks or months).
Culture and Team Integration:
Ask how comfortable they feel within the team and company culture.
Discuss their involvement in team meetings, events, or cross-team collaboration.
Address any concerns they have about their team integration.
Career Development and Aspirations:
Explore their long-term career goals.
Ask how their current role fits into their career trajectory and how you can support them.
Open Discussion and Feedback:
Invite the new hire to share any additional feedback, questions, or concerns.
Be open to constructive feedback and take note of their suggestions.
Closing and Action Plan:
Summarize the key points discussed and agree on the next steps.
Set a follow-up date for the next one-on-one meeting.
Ensure they leave the meeting with clarity and a positive outlook.
Post-Meeting Action Items
Document the Meeting:
Record key takeaways, decisions made, and action items for both you and the new hire.
Follow-Up on Action Points:
Ensure any resources, tools, or feedback needed are provided promptly.
Check in after the meeting on any unresolved issues or concerns.
Schedule the Next Meeting:
Plan the next one-on-one meeting to continue tracking progress and addressing ongoing concerns.
Disclaimer:
This template is meant to provide general guidelines and should be used as a reference. This is not a legal document. Easy HR will not assume any legal liability that may arise from the use of this template.
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