How Regular One-On-One Meetings Saved Our Company Culture

Re:How Regular One-On-One Meetings Saved Our Company Culture by sportanova on Thursday March 10, 2016 @02:46PM (#11261702)

Totally agree. Even if you like your manager, there's still a huge risk of saying the wrong thing and being labeled a problem child.

I'm worried that 1-1s are becoming the next Agile - just another process used to increase control under the guise of empowerment

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Re:How Regular One-On-One Meetings Saved Our Company Culture by jevanish on Thursday March 10, 2016 @06:07PM (#11263257)

This is why it's important to talk about what to do in them. Bad managers make them status updates and talk about projects. Good ones get into feedback, coaching, fixing problems, growth and development, etc.

Coincidentally, this is why I started a company, GetLighthouse.com to tackle this and the general problem of bad people management practices. It's amazing what a little structure, best practices, and automating can do to improve things for a manager and their team.

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Re:How Regular One-On-One Meetings Saved Our Company Culture by sportanova on Friday March 11, 2016 @03:54AM (#11265506)

Sounds terrible, but good luck!

"feedback, coaching, fixing problems, growth and development" are the kinds of things that I definitely don't trust with 90% of companies, so if it becomes standard, we're all be worse off

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