{"id":12880,"date":"2019-07-12T13:59:42","date_gmt":"2019-07-12T12:59:42","guid":{"rendered":"https:\/\/discovery-adr.com\/?p=12880"},"modified":"2019-07-12T13:59:42","modified_gmt":"2019-07-12T12:59:42","slug":"how-to-win-at-1-2-1s","status":"publish","type":"post","link":"https:\/\/discovery-adr.com\/us\/how-to-win-at-1-2-1s\/","title":{"rendered":"How to win at 1-2-1s"},"content":{"rendered":"

Whether you\u2019re a manager or a direct report, at some point in your career you\u2019re likely to have participated in a 1-2-1 development meeting consisting of uncomfortable feedback conversations, awkward silences and a focus on tasks and KPIs rather than individual development.<\/p>\n

The problem isn\u2019t that you\u2019ve experienced this\u2026 it happens to the best of us. The real test is ensuring it doesn\u2019t happen again.<\/p>\n

The trick is making feedback normal; all too often we only get feedback when we\u2019ve done something wrong or something exceptionally well \u2013 what about all of the times between? Companies who implement regular employee feedback have turnover rates that are 14.9% lower<\/a> than companies who don\u2019t, which shows the power of open and honest communication channels.<\/p>\n

Discovery recommends using a Personal Effectiveness Wheel (PEW); a tool that helps to align employees and managers so that everyone leaves a 1-2-1 feeling like a winner. The benefits of using a PEW include:<\/p>\n

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Onboarding fresh talent<\/strong><\/p>\n

When individuals are starting out in their careers, they are high-potential talent that need to be moulded and developed. 49% of young people<\/a> think that their education hasn\u2019t prepared them for work, so companies need to help them transition into the working world.<\/p>\n

For early career employees, 1-2-1 feedback sessions with their managers are critical to their professional development and personal growth \u2013 they\u2019re in brand new territory and are probably quite daunted.<\/p>\n

A PEW has a maximum of eight spokes to populate with development points, which can only be taken off and replaced by a new one once they are consistently scoring nine or ten on that development area. For some new recruits, this can help them to become effective and efficient in their daily tasks, and once they are used to the working environment, you can stretch them further.<\/p>\n

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Clear objectives & a path for development<\/strong><\/p>\n

When you recruit high-potential talent, you want them to develop as quickly as possible. The PEW can help by giving clarity to both employees and managers through tangible & realistic goals.<\/p>\n

The spokes on a PEW correspond with the amount of development areas identified (minimum of 4 and maximum of 8), employees then write the development points on each spoke with a short summary of how this is reflected in their role. This helps:<\/p>\n