One-on-one meetings benefit both bosses and their direct reports. Not only do they provide an opportunity for private discussion, but they help leaders and their employees strengthen their work relationship. Plus, Gallup research shows that employees who have regular one-on-one meetings with their bosses are three times more likely to be engaged at work.

Whether you meet with your employees weekly, monthly or on some other cadence, you can follow a few simple tips to make the most of these conversations. In this issue of Promotional Consultant Today, we share suggestions from John Schwepker, the executive vice president of sales at Abstrakt Marketing Group, on how to master your one-on-one meetings.

1. Set a clear objective. Your one-on-ones should always have a clear purpose. If they don’t, they’ll feel disjointed and superfluous, Schwepker says. You might schedule a one-on-one to coach employees or discuss challenges they’re facing. Or, you may use the time to offer corrective action or praise for a job well done. Depending on the objective of your meeting, you can always set up follow-up meeting for more in-depth coaching, he adds.

2. Never miss a one-on-one. When your week gets busy, you may be tempted to cancel your one-on-one discussions. However, when you start pushing back these meetings, you risk sending the message that your employees aren’t important and other things matter more. Actions speak louder than words, Schwepker says, so hold your one-on-ones as sacred to let your team know you are serious about their success.

3. Remove all distractions. When meeting with a team member either in person or virtually, be fully present. This means putting away your phone and listening attentively. Always be ready to ask questions, Schwepker says. By digging deeper to learn the root cause of an issue or challenge, you and your team member can become more solution oriented.

4. Be honest. If you need to discuss a problem or issue the employee has been having, don’t sugarcoat it. Be upfront and candid, Schwepker says. Like Brené Brown says, “Clear is kind. Unclear is unkind.” Talk to your team member honestly and never complain about them behind their backs.

5. End with action items. When you wrap up your one-on-ones, your employees should know what you expect from them. The action items can then become the foundation for the following one-on-one agenda, Schwepker says. If you don’t outline a game plan, your team members won’t always know the next play.

One-on-ones can be a great way for managers and employees to bond. Be sure you know what you want to discuss in your meetings and prioritize your one-on-ones on your calendar. Use the time to be upfront and open with your employees and close the discussion with next steps. When you follow these tips, you can capitalize on the power of one-on-one meetings.

Compiled by Audrey Sellers

Source: John Schwepker is the executive vice president of sales at Abstrakt Marketing Group, a business growth company that provides lead generation solutions.