Author of the article: Elena Lensu.
Everyone says that feedback is important and that you need to be correct to each other, but let's figure out why this is necessary.
One-on-one meetings are an essential tool for any manager. Part of the manager's role is always to maintain constant communication with each of your employees, to both support them individually and build communication within the team.
These meetings help you do just that, so you need to be sure to hold them regularly and develop your technique.
Whether you conduct 1 to 1 weekly, monthly, or quarterly will depend on your industry, management style, and the preferences of your employees. The important thing is that you get them often enough to serve their purpose.
Feedback is important to any person, regardless of the level and grade of the employee.
Lack of feedback or gross violation of the rules deprives a person of guidelines in the organization, in the business process and reduces his desire to work, thereby affecting the employee's efficiency.
Employee feedback is information about past behavior that is communicated to an employee in the present, hoping that it will affect his future behavior.
The problem is that in life your manager most likely does not give you feedback at all, or gives it in such a way that it would be better not to do it at all. Worst of all, he does not even understand that this is a big problem, and lives by the principle “I am the director, I am not obliged to explain to you what I want.” So start with yourself and try to change this pattern.
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Be sure to summarize and ask a subordinate / colleague to speak in their own words, highlight key findings and set 2-3 action points.
Be short - jump straight to the point and speak directly.