two people shaking hands over computer

We all know that most employees quit their boss, not their jobs. However, the root of the problem often goes much deeper. It’s not simply about whether or not the manager or supervisor is “bad,” but many employees also leave for reasons related to not feeling valued, not receiving recognition for their accomplishments, lack of understanding about the impact of their contributions, and not feeling any progress or growth within their position. One-on-ones give you the opportunity to speak with your employees on each of these fronts.

Periodic Recognition

Incorporating periodic recognition of your employees can go a long way in helping them stay happy at work. A study on the Growth Divide indicated that around 70% of employees are as motivated by recognition at work as they are with financial awards such as a bonus or a gift card. Simply taking the time to recognize and congratulate an individual on their achievements within the company can go a long way in strengthening the relationship between a manager and an employee.

Value Employees Work

Demonstrating that an employee is valued can also go a long way to improving how one feels about their job. Employees provide a lot of insight, knowledge, and experience, so showing them that they are valued allows them to feel more comfortable bringing these assets to the table. By asking for employees’ input on company matters you can show them that their voice is heard, that they are valued within the company, and you are rooting for the success of the individual as well as the company.

Contributing to the Whole

Explaining the impact of each employee’s contributions can make an employee feel important in helping the company run smoothly. Bringing this up in a one-on-one gives you the opportunity to bring up issues and concerns or even talk about problem-solving strategies within your company or branch. This is a great time to discuss how the individual contributes to the whole, and how the company could not succeed without the help of every employee.

Provide Resources for Individual Growth

Helping an employee grow in their role as well as giving them the resources to progress in the company goes a long way in making an employee feel happy at work. Take the opportunity during your one-on-one to ask about skill gaps or professional needs, and ask about the professional goals of employees. You may even learn about issues that your employees experience that you’ve been unaware of up until the one-on-one, such as gaps in training or resources.
In the end, one-on-ones are an opportunity for bosses and employees to understand each other, and for bosses to spot any issues that might lead to an employee’s departure from the company. When a good employee quits, a boss can feel blindsided. Everyone knows that maintaining top talent is a huge priority, so be one-on-ones can be a good time to touch base with your staff to make sure all their needs are being met.