9/3/2012–And the O3s begin…
I’m determined–now after doing four one on ones (O3s)–more than before I started to initiate one on ones. I’ve gotten great feedback each time, though I’ve only done them with top performers so far. I know there will be push back from at least 1 employee, and by “I know” I mean “I suspect”. She told me this week she fells teach-backs are pointless. If she thinks meeting once per month is too often, she’ll probably not like bi-weekly one on ones. We’ll see. The issue I’ll have is scheduling because so many servers only work two or three shifts per week. The plan is bi-weekly after their shift.
Another problem I’ve run into is each of the one on ones went longer than 30 minutes but I planned on 15. The first step in this is preparing my part ahead of time. I want to give positive feedback to each person at the start, so they 1) Hear feedback and 2) associate it with one on ones. After 1 month of positive feedback I plan to roll out negative feedback to top performers only. By then I will have learned the basics of delivering feedback effectively.
Listening to manager tools is teaching me new concepts each time. I’m beginning to learn that business school could’ve added a ton of value had they had a class on effective management communication. In school we learned about the finances of running a business and how to accomplish tasks as a team. They severely lack lessons on effective interaction and individual development of directs. We graduate knowing the importance of ethical behavior but that’s the only behavior they devote class time to. It wouldn’t take much class time to practice scenarios you encounter on a daily basis; anything from how to respond when an employee asks for a promotion to how to handle one who is late to a meeting. We never did exercises like that and now we’re left to spend our first year doing what we could’ve done then–when we paid $40,000 for that education. All I can do now is start practicing so I can catch up to other grads who may be better prepared.
QOTW: “I keep telling you I’m not running a clown store.” –Kyle
?FNW: As I adopt the schedule how can I pair that with scheduling one on ones? Schedule 15 minutes earlier than normal shift.
11/14/2017 review–Not much to add, if you’re someone who has yet to begin one on ones, consider all the pains and pleasures you feel about managing your team now. Write them down. In 6 weeks, or after 5 or 6 one on ones with each direct, I’d bet a lot of money your pleasures have been amplified. Then, after 6 months, I’d bet the same amount that the headaches you identify today are then greatly reduced. You may have new issues, but the relationships you’ll build with your staff (whomever you retain) will provide relief in the form of business results, assuming you have those properly identified.
Ah, the first moment I felt business school didn’t teach enough actionable management tools. I’d later realize grad school doesn’t either, but fortunately there are some helpful resources like Manager Tools, Peter Drucker, and the other titans of management who bring principles into the almost-tangible realm of “what to do“. Otherwise, the young professional would be left to spend his or her valuable, delicate beginning years at a company learning what should be taught and practiced in each session of each class.