This guidance addresses questions about the purpose and value of One on Ones, particularly for those directs who challenge the need for them.
Probably one of the most frequently asked questions we get about One on Ones is, what do I do if one of my directs doesn't want to have them? Mind you, this is not the question that managers ask who are already doing One on Ones. They want to know how to handle the usually hypothetical situation of a direct who crosses their arms and won't talk. That's a different answer, for a different time.
This guidance is what to do if you haven't even started One on Ones, and someone says they're not interested, they don't need them, they think it's unnecessary, we talk all the time, I'm not much of a talker, just read my reports, I'm someone who doesn't need to be managed, I'm too busy, my role is special, the last guy didn't do them, we've never done them before, is everybody else going to do them, why are you singling me out, I don't need you to care about me, I'm not going to share stuff, do I get overtime for that considering how busy I am, who will cover my desk/work/machine/process while we're blabbing.
Those kinds of situations.
Not that they're common. But just in case.
This Cast Answers These Questions
- Are One on Ones optional?
- Should you step on early misses?
- What do I do if my direct repeatedly misses?
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