As a manager, several scenarios should prompt you to schedule a 1-on-1 to discuss goals with your direct reports.
In this article:
- Overview
- Scenario: Creating Goals
- Scenario: Getting a Goal Back on Track
- Scenario: When Priorities Change
- Scenario: Goal Completion
Overview
As a manager, several scenarios should prompt you to schedule a 1-on-1 to discuss goals with your direct reports. The following are key scenarios to prompt further discussion with suggested questions.
Additional Resources:
- 5 Ways for Managers to Maximize the Effectiveness of 1-on-1s
- Manager Performance Features Toolkit
- Align Goals Across Your Organization
- Goals Analytics
- How to Use Goals
Scenario: Creating Goals
Discuss goals with your direct reports during the goal-creation process.
Meeting before goals are finalized helps employees feel involved in the process and leads to greater ownership and motivation. This initial conversation also ensures alignment on the purpose of the goal and how it contributes to the organization's success.
Questions to ask:
- Does this goal allow us to measure and track progress in a meaningful way?
- What are the first steps to making progress on this goal?
- What obstacles or risks stand in the way of achieving this goal?
- How does this benefit the team and organization?
- Who needs to be involved? i.e. stakeholders, decision-makers, etc.
Scenario: Getting a Goal Back on Track
When employees' goal progress stalls, step into a coaching role to identify obstacles they're facing. Ensure they have the support and resources needed to overcome challenges and get back on course.
Questions to ask:
- Why do you think this goal is behind?
- What can you start, stop, or keep doing to reach this goal?
- How can I support you? What resources do you need?
Scenario: When Priorities Change
As organizational priorities shift, the focus of existing or new goals may also change.
It's important to communicate the reasons behind these changes and discuss how they will impact your employees' goals and priorities. This helps ensure alignment and allows employees to adjust their focus accordingly.
Questions to ask:
- Why is this goal increasing or decreasing in importance?
- Who needs to be informed that this goal is put on hold?
- When can we expect this goal to be a priority again?
Scenario: Goal Completion
Completing a goal isn’t the end of the process. Take time to celebrate your direct report’s success and acknowledge their effort. Use the conversation as a learning opportunity to discuss what went well and what could be improved for future goals.
Questions to ask:
- What are you most proud of?
- What unexpected roadblocks did you come across?
- What did you learn and how will you apply it to future goals?