5 tips for getting the most out of regular meetings with your boss
One-on-one meetings with your manager can often feel like a formality, another box to check on the calendar, but these meetings hold enormous potential. Not only can these meetings improve communication with your boss, they can also boost your performance, build self-confidence, and develop essential leadership skills.
Research shows that employees with regular one-on-one meetings with their bosses are more engaged and less likely to feel disconnected from their work. In 2012 Adobe saw a 30% reduction in voluntary turnover after switching to frequent one-on-one meetings instead of performance reviews. Mark Rabkin, Vice President for AR/VR Experiences for Facebook, describes one-on-one meetings as very different than other types of business meetings: “It’s intimate. It’s dedicated to just you and the other person. It’s super high bandwidth for complex and uncertain content, especially emotions, hopes, and fears.”
Here are some tips on how to leverage one-on-one meetings with your supervisor effectively:
1. Preparation for Each One-on-One Meetings is Key
Take time to gather your thoughts. Review your goals, recent accomplishments, and any challenges you're facing. Come prepared with specific talking points and questions and anticipate topics your boss might raise and brainstorm possible solutions. By being organized and proactive, you will maximize the value of the meeting and ensure it's a springboard for your continued growth and success.Effective one-on-ones are reciprocal. Don't just wait for feedback. Demonstrate initiative by proposing improvements or offering to take on additional responsibilities. If you remember nothing else from this article, remember that it’s critical that you build rapport. One-on-ones aren't just about work. Break the ice with your manager by asking about their day, learning about their background, and creating genuine human connection.
Review recent projects: Reflect on your contributions, successes, and areas for improvement. Don't just skim past – thoroughly reflect on your contributions.
Consider:
Successes: What specific achievements are you most proud of? Quantify your impact whenever possible (e.g., "Reduced project timelines by X%").
Challenges: Did you encounter any roadblocks? How did you overcome them, or what additional support might you need moving forward? Articulate any issues and be ready to propose solutions.
Learning Opportunities: What did you learn from these projects? Are there any areas where you'd like to develop your skills further?
Questions for Your Manager: Do you have any uncertainties about your role or upcoming projects? Prepare thoughtful questions to gain clarity and direction. This shows your manager that you value her feedback and helps establish a collective commitment to your professional development and the organization. Actively demonstrate (without saying so explicitly) that you are there to help make her life easier.
Prepare an agenda: A clear outline is essential for a productive meeting. Don't rely solely on your manager to guide the conversation, especially if you have the desire to ascend in the organization and your field.
Showing initiative will prove that you are poised for leadership opportunities, and the best way to demonstrate initiative is to tacitly convince your boss that you are committed to solving collective problems and lightening their workload.
As you continue to build professional collateral with your boss, strategically introduce novel yet specific topics. Make a habit of writing down things that you’re curious about as you go through your week – ways to improve processes, cut waste, or seize previously unexplored opportunities. When it seems worth addressing in a one-on-one, add it to the meeting agenda.
Anticipate their agenda: Consider what might be on their mind, like upcoming deadlines or performance feedback.
Consider:
Upcoming Deadlines: Are there any critical deadlines or deliverables on the horizon? Prepare to discuss your progress and any potential snags.
Performance Feedback: Is there a scheduled performance review meeting looming? Review your past performance goals and self-assess your achievements.
Company Initiatives: Are there any company-wide initiatives or projects that could impact your work? Are there opportunities for cross-functional collaborations that no one has yet considered?
National and Global Trends: What trends in your industry could affect your organization? What news developments, newly published research, or technological innovations possess threats and opportunties? Stay informed and demonstrate your understanding of the bigger picture.
2. Embrace Feedback from Your Boss
It’s a rookie mistake to take all negative feedback personally. Constructive criticism is always an opportunity to learn and grow. The operative word is “constructive.” If you encounter negative feedback that is nitpicky, contradicts other feedback you’ve received from the same source, or seems unfair, resist the urge to get defensive. In most cases, people offering constructive feedback mean well. Try to think of it as a person taking the time to express care and concern. Approach it with an open mind and willingness to improve. Ask clarifying questions and discuss actionable steps for progress.If the feedback does not seem constructive or unfair, try to ask for specifics so you can demonstrate a willingness to understand the criticism and signal that you expect specifics when on the receiving end of feedback.
3. Showcase Your Skills and Strengths
Your one-on-one is a platform to demonstrate your skills and strengths beyond daily tasks. Discuss your thought process behind completed projects, highlight successes, and express your passion for your work. If pointing out your successes feels too much like bragging, here’s a quick tip – it’s not bragging if there’s proof in the pudding. Provide metrics and testimonials or even statements about qualitative observations like, “The supervisors on the sales team were thrilled with how easy our team was to work with during our latest product launch.”
If speaking well of your accomplishments feels too uncomfortable, try to overcome this discomfort. I am not saying it’s easy. Most of us are so socialized not to boast that any inkling of kind words about ourselves makes us squirm. Try to remember that there are people much less qualified, hard-working, and intelligent than you who are currently bragging about their achievements as you read this. (I bet someone specific comes to mind, right?) Do you really want to let them get ahead just because you simply can’t find the words to speak well of yourself and your team?
4. Invest in Your Career Growth
Express your career aspirations and desire for development. Discuss learning opportunities, training programs, or mentorship possibilities. What are your specific aspirations for your career? Outline your goals and discuss potential development opportunities within the company. When it seems appropriate, ask about the potential for training opportunities to help you further your education and move closer to your goals. Prove how that will benefit both your team and the company.
If the organization isn’t willing to invest in your growth, that may be a sign that you need to invest in your own continuing education and certifications. It also may serve as your cue to start looking at opportunities for growth at other companies.
5. Follow Up on Your One-on-One Meeting
Don't let the conversation end after the meeting. Summarize key points and action items in a follow-up email. This shows your commitment and leaves a clear record of discussions. It can also provide a starting point for the next meeting.
If you're new to a company or feel that your one-on-ones aren't productive, initiate a conversation with your manager about expectations and how to improve the meetings. Consider suggesting technological tools to streamline communication or track progress on projects or initiatives. By approaching one-on-ones strategically, you will transform them from routine meetings into catalysts for your career, unlocking opportunities for growth and solidifying your relationship with your boss and your team.
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