As the world economy shudders and contracts, businesses across the globe are struggling to come to terms with the changing economic landscape. Financial collapse, layoffs and work shortages have rippled across national borders, dominating our media and our thoughts. Employees and managers alike are worried about the health of their company and wonder about their likelihood of retaining their positions. In an atmosphere ripe with rumor, uncertainty and fear, there is no better time for one-on-one meetings between managers and their employees.
Monthly one-on-one meetings between employees and managers serve to develop not only the employee, their manager and their relationship, but the organization as well. Employees have the opportunity to share their frustrations, challenges and triumphs. Managers have a chance to hear their employee’s concerns and provide feedback and development opportunities. Ironically, current conditions may create increased opportunities for employees. With shrinking staff and resources, many employees are being asked to stretch and grow in directions that wouldn’t previously been possible. Such growth inherently demands more support from the organization.
In today’s climate of tumult and anxiety, the rumor mill is flying. One-on-one meetings also serve as an opportunity for both parties to air and respond to deeper concerns about the health of the industry or company and communicate transparently. Managers owe it to their employees to really listen to their anxieties and answer questions with the truth, as much as possible. There is a great deal we don’t know right now about what the future holds, and it is advisable to honestly communicate both what steps management is taking to stay on top of the company’s economic health as well as the uncertainty we are all feeling. Open and honest communication, even if the news is bad, is more important now than in any previous business climate.
When business is booming, it will be just as important to maintain these meetings, tempting as it may be to lay them aside in favor of the optimistic assumption that things are going smoothly and “no news is good news!” When playing soccer we not only want the rules, we want to know the big picture and most importantly, where the goal line is. Good managers continually remind their employees of overarching individual and organizational goals, providing achievable objectives to strive toward. Through one-on-one meetings, managers have the opportunity to continually support their employees, helping both the employee and company develop and grow.
