Comments on: Notes on Weekly Management One on Ones http://www.whatsbestnext.com/2009/03/notes-on-weekly-management-one-on-ones/ God-centered leadership (that avoids the Christian cheese-factor) Fri, 10 Feb 2012 15:49:28 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Tom Dodds http://www.whatsbestnext.com/2009/03/notes-on-weekly-management-one-on-ones/comment-page-1/#comment-1592 Tom Dodds Wed, 01 Apr 2009 16:57:36 +0000 http://www.whatsbestnext.com/?p=1205#comment-1592 The logistics of this approach are great. But, I find this works best for front-line staff. For managers, you may not need to check in with them as often. Another helpful tool is Marcus Buckingham's 12 questions from First Break All the Rules. He correlated employee longevity and productivity with the answers to these questions. It helps from a stewardship standpoint for employee development so that we as managers help them to do what they do best every day with their God given talents. I will sprinkle these in quarterly. On a scale from 0 to 10: 1. Do I know what is expected of me at work? 2. Do I have the right materials and equipment I need to do my work right? 3. At work, do I have the opportunity to do what I do best every day? 4. In the last seven days, have I received recognition or praise for doing good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who encourages my development? 7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel my job is important? 9. Are my co-workers committed to doing quality work? 10. Do I have a best friend at work? 11. In the last six months, has someone talked to me about my progress? 12. This last year, have I had opportunities at work to learn and grow? The logistics of this approach are great. But, I find this works best for front-line staff. For managers, you may not need to check in with them as often.

Another helpful tool is Marcus Buckingham’s 12 questions from First Break All the Rules. He correlated employee longevity and productivity with the answers to these questions. It helps from a stewardship standpoint for employee development so that we as managers help them to do what they do best every day with their God given talents.

I will sprinkle these in quarterly.

On a scale from 0 to 10:

1. Do I know what is expected of me at work?
2. Do I have the right materials and equipment I need to do my work right?
3. At work, do I have the opportunity to do what I do best every day?
4. In the last seven days, have I received recognition or praise for doing good work?
5. Does my supervisor, or someone at work, seem to care about me as a person?
6. Is there someone at work who encourages my development?
7. At work, do my opinions seem to count?
8. Does the mission/purpose of my company make me feel my job is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?
11. In the last six months, has someone talked to me about my progress?
12. This last year, have I had opportunities at work to learn and grow?

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