Successful managers build confident and cohesive teams by making a conscious effort to engage. They do it consistently, too.
Balancing the state of work with life at work
One-on-one meetings are not always meant for status updates on the state of work. There are many better ways to address your agenda without having to meet in-person all the time (see: Flock’s Channels, Notes, To-Dos, and other tools). It’s a people update. It’s a set time for them to share with you what’s on their mind and wax poetic about their current and future life at work.
Too often, managers forget what it was like when they were new and junior. There’s psychological and emotional inertia (in the “an object at rest stays at rest” sense) for employees who have something important to discuss. It’s easier if they don’t have to make a special effort. It’s partly incumbent upon you to initiate discussions in their best interest, especially for introverts who need help coming out of their shell.
The employee can always cancel it, of course. But the manager should always try not to be the one canceling a 1:1. (I say this having been inspired to rant after having to cancel a 1:1 with someone on my team to help with a family emergency).
