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Scoop.it!
Take your employee success strategy to the next level with the right employee engagement tools and learn the importance of an integrated solution. 
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Scoop.it!
An in-depth guide to conducting effective one-on-ones for increased employee engagement.
Barry Deutsch's insight:
As many of you know, I believe the 1-to-1 is the best tool for managing performane, engaging employees (driving productivity), and creating a culture of empathy/caring. No tool on earth comes as close as a good 1-to-1. Here are some ideas in addition to my postings on what makes for agood 1-to-1.
Scoop.it!
Every leader should be asking their employees the right questions. These questions address two dimensions from each of three significant categories: support, clarity, and conflict.
Barry Deutsch's insight:
I'm pulling together resources that could serve as reinforcing material for my virtual Vistage Complimentary one hour program on Managing Remotely in a workshop. One of the elements I talk about is conducting more effective one-to-ones with folks working virtually/remotely. Here's a good article from Fortune.com on some questions to ask in those one-to-ones.
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Scoop.it!
1:1 meetings are a great tool for improving productivity and employee satisfaction. Their concept is fairly clear – regular talks between team leaders and their subordinates to discuss progress on goals, satisfaction and engagement, professional development and career growth and others.
Barry Deutsch's insight:
In my workshops on managing, feedback, and performance management, I advocate the use of a 1-to-1 as the greatest managerial tool ever.
Quick recommendations: Once a week for 30 minutes with 4 elements: 1) 5 minutes of showing empathy through asking questions about family. 2) 10 minutes on reviewing the one page performance expectations, outcomes, deliverables, metrics, and KPIs the employee has committed to deliver. 3) 10 minutes on coaching to focus on their strengths and helping them to be more successful. 4) 5 minutes on LIB discussion on learning, impact, and becoming - what do they stay and what's their dream of what they can accomplish in your organization.
Scoop.it!
To increase employee engagement, you need to know what the cause of the disengagement and dissatisfaction is in the first place. Conducting one specific type of interview can help you find out what that is.
Barry Deutsch's insight:
One element of conducting an effective one-to-on I suggest in my workshops on Engaging Employees - You're the Person We Want to Keep, and in my workshop Managing Remotely in a Crisis is the idea of conducting a LIB Discussion (Learning, Impact, and Becoming). In HR terminology this is called a Stay Interview. It's a powerful way to re-engage your employees. I recommend spending 15-20 minutes on this LIB dialogue at least once a quarter. See my LinkedIn article on what questions to ask and how to stimulate this conversation.
Scoop.it!
From
www
Brené Brown studies human connection -- our ability to empathize, belong, love. In a poignant, funny talk, she shares a deep insight from her research, one that sent her on a personal quest to know herself as well as to understand humanity. A talk to share.
Barry Deutsch's insight:
In my workshops on how to conduct effective 1-to-1s, I've been talking about the need for CEOs, Executives, and managers to first demonstrate vulnerability to get their employees to open up and speak truthfully.
Excellent TED talk on this subject.
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Although the article ends with a ptich for their services, I like the list of suggestions that might improve employee engagement. Not sure this is an all encompassing list - and it's mostly centered around performance/feedback/goal setting type issues. However, most companies are not coming close to fulfilling these most basic of employee engagement criteria.