Of all the meetings we have, there are two that we often get wrong.
Ironically one is frequently held, the other, often neglected. Both are discussed below.
The dreaded Status Update Meetings can drag on-and-on and not really produce any measureable outcomes. Consider having the team share updates via an email summary prior to the meeting and then meet for a “Stand-Up Huddle” or “Power Meeting” to tie up any loose ends.
STATUS UPDATE MEETING
A Status Update Meeting is for sharing project updates and keeping your team apprised of key decisions.
Objective:
Alignment of team
Prioritization and timelines
Identifying obstacles and challenges
Support requested Attendees:
Manager and team members
Possible Agenda: Less than 1 hour
Build in 5 to 10 minutes of team bonding
Manager reminds everyone of expected outcome
Each member shares a brief (2 to 3 minute) update on their area
Wrap up with review of any action items Meeting Format:
Predictable and Informal
Weekly
Common Challenges:
• Trying to problem solve in this meeting. If one team member’s challenge can’t quickly be solved in this update meeting, schedule a Problem-Solving Meeting with only those needed in attendance.
• Team members are multi-tasking and not listening to other’s updates.
While the One-on-One Meeting is often neglected, it is one of the most important meetings for building Employee Engagement.
Use the information below to improve your 1:1’s.
ONE-ON-ONE MEETING
A One-on-One Meeting is to enhance the critical supervisor-employee relationship
Objective:
To ensure continued alignment, engagement and productivity of employees Attendees:
Leader and employee
Possible Agenda: 30-45 minutes
Connection & Acknowledgement
Performance Goals status/updates (can request updates ahead of time so meeting can be spent solving issues instead of getting up to speed)
Significant action items/projects
Feedback/coaching/support
Agreement/next steps Meeting Format:
Unpredictable and Informal
Bi-weekly
Common Challenges:
• Most often neglected or rushed meetings
• Making it solely a “status update meeting.” Rather it should be a discussion to make sure the employee is happy, productive and solving their professional challenges.
• Leader sets the agenda often causing the employee to hold back what is on their mind
• Leader monologues rather than asking questions like:
o What challenges are you facing?
o How are you feeling about _____?
o Is there anything you need from me?
Next up, two meetings that are essential to making progress but often get confused and convoluted.
