Regular meetings save YOU headaches in the long run!

Does it seem sometimes that great workplace relationships happen magically? And for everyone other than you?

Sometimes when you’re working with an experienced employee, they just ‘know’ from their experience:

  • “This is when I need to really check in with my manager on.” Or,
  • “These are things I can just sort of do and I don’t have to ask somebody all the time.” Or,
  • “I’m having a problem and it’s really easier if I just go talk to somebody about it sooner than later, before it really blows up.”

The key here is LIFE EXPERIENCE. Experienced employees have watched and participated and learned from you, or their other jobs.

New employees — interns or those new to your profession – don’t have that same life experience. And, as a result, they may not know what they need to talk to you about…and what they can do confidently on their own.

What to do? Here are ___ tips for helping others – and freeing up more of your time in the process:

Have regular check-in meetings.

If your team members haven’t had a professional experience before, they might not know that there are certain things you just want them to do.

They might not know that there are other things that you want to be a part, e.g., an email with a VIP client. Or that coming up with a strategy before they connect with the VIP client is important because you want to continue cultivating the relationship.

Maybe the employee is struggling to connect with a different colleague on your team because they just don’t know how to approach it. And, as a result, they’re stalled out…which will result in putting your project behind.

How do you get through that? Meet with them regularly.

Having a weekly check-in meeting that is on both of your calendars.

Maybe it’s a half an hour, maybe it’s 45 minutes, maybe it’s an hour.

This will give you the opportunity to really check in with the intern and find out how specific projects are going.

Most importantly, it helps you get a sense of how their work is going. It gives you the opportunity to resolve conflicts and complications before they get too challenging (or out of hand!).

Have a [standing] agenda.

Your meetings will be more efficient if you adopt a standing agenda.

Take a note from SCRUM meetings and ask the same three questions each week:

  • What did you do yesterday? Or it could be in this case, what did you do last week?
  • What are you going to be working on this week, the week moving forward?
  • What are the things that are standing in your way of being able to move forward with the projects that you need to?

Using these three questions is really powerful because it gives you a sense of what the employee did, what they’re going to do, and then the places that your employee/intern thinks that there could be a problem.

Standing meetings REALLY help people who are lacking confidence or confidence in their skills and abilities. Standing meetings equally help people who are more introverted or who have some anxiety.

For many people, not knowing what to expect when they walk into a meeting can just cause anxiety and make them more upset.

If you can let people know ahead of time these are the things to expect to talk about, that’s really going to help your intern or employee. But, it’s also going to help you because once this meeting pops up on your calendar, you know what to expect.

Standing agendas removes the guesswork. That can be really, really valuable for both you and the intern or employees.

BOTTOM LINE:

Having a standing meeting and agenda helps e-v-e-r-y-o-n-e involved.

Make life a little easier for yourself — and your people!

Cut everybody some slack because times are still real, real weird.

Keep rocking, and I look forward to connecting with you back here soon.

Have a question that you want some perspective on? Email your situation to
emily@brightbusinessconsulting.com. To make sure you don’t miss a post, subscribe here.