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Regular one-on-one meetings provide managers with an opportunity to head off problems and efficiently answer the many small, quick questions that arise during the workweek. In this course, Dave Crenshaw shows you how to establish a one-on-one meeting schedule and agenda, assign and review actions items, and assess the results of the meeting and follow up on promises. The course also explains how to effectively listen to employees' needs and when to offer training and development.
When you participate in one-to-one meetings, you'll very likely be asking other people to help you out. While they'll likely do a great job of completing those assignments on time, we want to take responsibility on ourselves to follow up with them. So, keep this rule in mind. Whenever you delegate something out, create a "waiting for in" for yourself. Think of delegation like a yo-yo. Whenever someone else commits to do something for you, you should also create an action for yourself that you're waiting for them to do it.
Create a reminder with the time and date they committed to get that to you. You can create reminders for yourself in your calendar or your task list. When the reminder pops up, follow up with that person and ask if the item is complete. If you haven't heard from the yet, simply send them a message along the lines of, "I had a reminder that I was waiting for that report. Have you had a chance to get to it yet?" Or, when the reminder pops up, if you know that they've already completed the item, you can send them a message such as "Thank you for getting that report done. It makes my job easier." Little compliments like that not only help everyone feel better, but they reinforce a culture of follow-through in the workplace.
Another way to follow up on delegated items that have flexible deadlines is to add a follow-up reminder to a one-to-one task list. Whenever you ask someone else to do something for you, be sure to consistently follow up with them. This will create a culture of making and keeping commitments.
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