Unions (and industrial action) are on the rise across the world. Here’s a simple technique to help you avoid both – monthly, STRUCTURED 1:1s. Yep…that’s it.

Back in 2014 1:1s became all the rage. Companies like Adobe and GE (previously known for ranking and yanking employees) were scrapping annual / bi-annual employee performance reviews for 1:1 check-ins with their teams.

There was a problem though. They didn’t give managers a structure to follow. So, over time the 1:1s became boring and repetitive. They devolve into conversations around goals or BAU and the cursory…”how are you doing?” To which the manager will hear the inevitable, “Fine”, “Busy” or something similar.

Many companies gave up on 1:1s or use them 𝗶𝗻 𝗮𝗱𝗱𝗶𝘁𝗶𝗼𝗻 to the annual or bi-annual performance review.

This is completely unnecessary, done well.

The key is to give them a structure that covers most or all of the employee’s motivations 𝗔𝗡𝗗 their performance.

The video describes a story of how one manufacturing company used 1:1s and the difference it made to their union negotiation.

 

Watch  more here.