When we start off as a first time supervisor, we have a lot on our minds. We have multiple questions we are scared to ask because we think we should know most things about the job. We think asking question or for help will put doubt in your manager’s mind why they selected you in the first place. These are common thoughts. As a first time supervisor, you might be on a new team where your subordinates do not know you or you’ve been going up the ranks and your subordinates are people you’ve known for awhile. Either way, as a first time supervisor we can sometimes hesitate to change anything with the team process when we start.
From my experience as a first time supervisor one thing I felt like it wasn’t my place to change one on one meetings. Do it like the ones before you have done it with you and others. At first I was nervous and would stick with what I thought was good and worked. My one-on-one meetings with team members went the standard mundane way such as this.
Me: “Hey! How are you?”
Them: “Good! How are you?”
Me: “I’m good too. Thank you for asking. What were you up too last week?”
Them: “Well I got this done, worked on this, contact them and now updating this."
20 minutes goes by…
Me: “I appreciate the update.”
What just happened? That was a waste of my time and theirs. This could have easily been done through an email. Or even no update at all because they are expected to deliver on their day-to-day tasks. I trust that my colleagues are handling their responsibilities. I allow them space to develop and learn independently. They will reach out to me when they require assistance. When there is a problem to solve, then we have a discussion, create and evaluate what can be done. This is better time spent then providing updates on regular reports.
I prompt my colleagues to come to me with a problem or a tasking they need feedback. I can also be a soundboard or have them practice a presentation. How can I help you is my favorite question to ask my colleagues and teammates. I ask this a few days before our one-on-one meetings and if they don’t need any help or feedback at that point, the meeting is cancelled and they will send an email with the updates if needed.
Additionally, I ask my teammates to write down short term goals they want to accomplish in the next 2 weeks. This helps them focus on what is important and what is a priority. I review these tasks and adjust accordingly. We discuss what went well and what didn’t go as planned and how to mitigate those issues in the future during the next one-on-one meeting if needed. Over time we might see trends what is working and what isn’t.
With this method, my team members and I can have a rich discussion that benefits both of us. We get to learn together, we get to problem solve together and learn about our strengths and weaknesses. There is no time wasted. What are some of your methods you like to use during one-on-one meetings?
Take care.