Ok, we’re finally sitting down to meet 1 on 1 with our employees. So what do we ask? Well, let’s talk about that today.

Good afternoon, Thomas Joyner with Business on Purpose here.

The thing we have been pushing our clients to do more than anything is to sit down and meet with your employees. Spend time listening and learning. Good employees have become a currency in and of themselves, and the businesses that are thriving right now are, typically, ones with solid employees.

So, we have been pushing our clients to meet with all key leaders once a week or every other week at a minimum, and then meet with everyone else once a quarter. It’s incredibly valuable and communicates that you desire to hear what they have to say and invest in them individually. 

In a world where people are looking around for new jobs in record numbers, every meeting counts and every meeting communicates you want them to stick around for a long time.

But the thing we hear more than anything is this…” what do I ask them about?” Or…” what do we check-in on?”

Well, we built a check-in process to guide you through that.

The first thing we want to ask is a general question to open up communication. We typically ask, “Ok, what are you seeing right now?” Super general and allows you to capture their eyes for a period of time. It’s incredibly valuable as they are operating at a ground level in a way you are not. Listen, write down what they say, and decide if it’s something you need to dive in on or something that needs to be tabled. Then, repeat it back to them. Let them know you heard.

Next, we ask, “How are you seeing us live out our mission and values?” This is reinforcement of what truly matters. You will find out quickly if they even know what they are! But will also help you see some truly awesome things that are going on around your business.

Third, we ask, “Do you have any questions about your job role?” Clarifying questions to make sure they know what they’re being asked to do. Then, if there’s ever tough conversations down the road, you can point to these check-ins where you intentionally asked them if they were confused on their job role. It’s valuable and will keep them feeling supported.

Next, “Anything you need from me?” Again, support and shows you want them to succeed and are willing to help. More often than not, you will hear, “I’m good.” Especially if you’re doing these meetings regularly, but when something comes up here, it’s dynamite and helps y’all feel like you’re pulling in the same direction and on the same team. Keep listening.

Here’s where I typically stop and ask any clarifying questions you want to hear more about. Don’t go too long and try to answer everything at this one meeting. Some things are fine to hold off on, but feel the freedom to dig if need be.

The last question is actually your chance to share. And it starts with… here’s what I see. It’s your chance to offer feedback both positive and negative. That way you’re not waiting until your yearly review with an employee for them to hear something that frustrated you back in March. Dive in and tell them what you’re seeing. It keeps short accounts. Its holding your team accountable and allowing you to course-correct along the way instead of trying to right the ship way on down the road.

So that’s it. Take notes, start a file for each employee and consistently ask the same questions…again, and again, and again. 

Use the answers to build content to go through at your team meetings. To build training…as if one employee has a question, there’s a good chance that multiple are wondering the same thing and just haven’t had the guts to ask yet.

This is a game-changer. Your employees need to be listened to and need to hear from you! It is team building…It’s accountability, it’s getting a little bit better every week.

Try it, write it down and let us know how it goes. I think you will be shocked at the progress you can make over a course of time by just committing to checking in with your team.

Thanks!