Some of the elements you may want to include in your final one-on-ones are:
- A look back at the key highlights for the individual this year.
- Reflections and sharing on key performance witnessed – things that they did very well, times when you saw their strengths in action.
- What were their major accomplishments? What skills and experiences were learned/acquired? How can this support them going forward?
- Discussion around areas for growth and improvement in the new year.
- Looking ahead to the new year, what are the key priorities based on organizational and department goals?
- What are their key learning goals? Where do they want to grow? What changes do they want to make?
- Support needs for the new year.
- Learning needs for the new year. Identification of any areas they would like to acquire more skills within in their work.
- Goals they have for themselves and their career.
What other items might you include in your year-end one-on-ones? Every team and organization is different. While not all of these categories may reflect the type of performance conversations you typically have, it can be useful to invite your team to consider the bigger context of their work (i.e. how has this year helped them with future career aspirations).
While it’s top of mind, I hope that you will take a few minutes to make note of the questions you want to include in everyone’s discussion.
Leadership | Teamwork | Business Success focusing on the Virtual and Remote Space
Author of Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
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