How often should you run 1on1s with your team? (The full structure in 3 mins) 

To have a high-performing team, all driving forward towards the business goals, lifting one another up, innovating, and ultimately delivering exceptional service to our customers, you need to really KNOW them.
You need a system, that runs seamlessly to understand your team, so you can continue to challenge and fulfil them at work.
Myth busting:
First let’s address some common mistakes I’ve seen over and over in Leaders 1on1 systems:
Assuming our team's priorities are the same as our own (eg. You want promotions & pay rises, they want more time with their kids)
Only doing ‘appraisals’ annually (Bottling up feedback, praise and general performance improvement work until it’s all way too late)
Just saying ‘my door is always open’ (This isn’t enough, our team naturally don’t want to ‘bother’ us)
The method
So today we’re breaking down the 4 key components of a robust 1-on-1s and appraisal system for your team, including downloads that I’d encourage you to use
Before we get deep into each section. Here’s a zoomed out view of the system…
Each employee should have:
Every year - Salary Review (I’d suggest every 6 months for growing companies with less than 30 staff, as responsibilities are regularly changing )
Every 90 Days - In depth 1-2-1
Every 2 weeks - 30 minutes in the calendar, space held for them/you to bring any wins/worries etc
Every day - Regular, unignored praise & difficult conversations underpin everything
The agendas for this can be downloaded from this blog post: open.substack.com/pub/inthema...