Hi,
BLUF : What is acceptable % of completed O3s in a year and how to I approach the lack of 7 in a row to allow movement through the trinity
In Spetember I introduced one to ones with my team and there have been a number of instances where they have been missed and not rescheduled to the point where I have not been able to hit 7 in a row and then move to positive feedback and take forward the trinity.
I have a tracking spreadsheet so I know how I am doing but then started thinking what is an acceptable level of completeness over a year. Both I and my directs take holidays and have training which can result in weeks being missed. In worst case if I had 6 weeks holiday and my direct did but neither of us took them at the sametime it could result in 12 weeks in the year without a one to one.
This will is mitigated by personal circumstances, where both I and the direct have school age children it is likely that holidays will coincide so reduce the impact, but there will ineviatably be some missed.
I started working through a formula in excel to adjust for the variables of holidays, lifestyle similarities, business priorities, training, sickness and just damn luck to try to establish a realistic view and this starts to get complicated, though if I finish I will share it here, but thought do we have a guide anywhere.
This still gives me the continuity problem of not hitting 7 in a row before moving through each phase of the trinity.
Thanks
Nige
The key question to answer before moving to feedback is...
"Have I developed effective relationships with my people?"
If you have, then you should be good to move on to positive feedback for high performers as outlined in the Trinity rollout podcasts. If not, then wait. The impact of missing 1 session is less important once you have good relationships, but until then they really hurt you. Anything you can do to reduce misses during this phase should be looked at.
I don't know what level
I don't know what level would be considered 'unacceptable'. I've recently started O3's myself (a few months ago).
The goal I gave my DR's with the O3's with their DR's was by the end of the year, they will have completed 40 O3's with each employee. I know that allows to miss one per month, effectively, but starting out, I'm not expecting perfection. I just expect growth, and better results than we have now.
Hope this helps.
~12string~
Target: every week
Every week, Minus vacation. That's your denominator. Actual number of O3's, that's your numerator. You're shooting for 100%. Less than 70% is cause for concern, even if you have good relationships. O3's work at many levels. Folks will hold issues until the O3 - but if you skip them, then they either delay resolution, or they have to find other time with you. It erodes effectiveness.
So look at what your number was last year, and set a bold target for this year. You can't change the past, but you can change the future.
John Hack
Just my vacation or mine and my directs
John,
Thanks, do you think I should factor in my vacation and my directs this could leave me with 6 weeks when we will not be in the office though a little unlikely.
Nige
Only when it's possible
if you each take 3 weeks, and you don't overlap, that's six weeks when you can't be doing O3's. Don't count that as part of your goal.
John Hack
Many Thanks
Many thanks to you all for you input and recommendations.
Having just listened to the How to Ask for Advice podcast I realised I had not thanks you all.