Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
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The best managers know that 1:1 meetings, when done correctly, can unlock potential and improve the performance of their team
The best managers know that 1:1 meetings, when done correctly, can unlock potential and improve performance for their team members. Utilizing team meeting questions to guide your one on one meetings is essential. This is a valuable time for managers and their team members to develop their professional relationship. In the corporate world, a one on one meeting is a perfect time to touch base on not just the day to day work but also delve into a team member's personal life. Regular one on one questions can aid in structuring these team meetings and ensuring everyone is on the same page. It's also an opportunity for direct reports to receive feedback and discuss their career growth aspirations.
Past studies have shown that both managers and employees alike struggle with finding the right talking points for their one on one conversation. By contrast, those who have a clear structure and specific talking points set out before the one on one often find that these sessions have a huge impact on both the manager's management style and the employee's performance.
In today's age, especially with the rise of remote teams, understanding how to manage remote employees efficiently is a challenge. Remote workers, unlike their in-office counterparts, might not have as many natural opportunities for check-ins. So, a well-planned one on one meeting can make all the difference. Managers can check in on how their remote employees manage distractions or any personal challenges they're facing.
There are tools you can use to set up an efficient 1:1 meeting, like Assembly's 1:1 workflow where you can edit your 1:1 meeting template to suit your needs. Along with the right tool, you should also be asking the right questions to get the most out of your meetings.
Another key topic to discuss in these meetings is career development. Talking about their past experiences with past managers, understanding their career aspirations, and discussing professional development opportunities can go a long way. Career conversations, in particular, can be beneficial. Some team members might desire more or less direction in their roles. Others might be curious about skip level meetings or want to discuss potential career goals.
A successful business runs on effective communication, and these one on ones are a cornerstone. Are team members receiving enough feedback? Are they aware of the company culture, and how do they view their relationship with other team members? What has changed since the last meeting, and what are the goals for the next week? Is the team improvement noticeable since the past month?
It's essential to always have a meeting agenda. Starting with a personal check in can ensure your team stays motivated and has a good work-life balance. Questions geared toward understanding how to improve employee satisfaction can also be crucial.
So here are ten questions (in no particular order) you should ask to make your one-on-one meetings productive and efficient for you and your team members.
It’s good to get right to the point. Asking your team member about their top priorities can help you determine what they are focusing on. If your team member isn’t prioritizing their to-dos, then this can be an opportunity for you to help them.
Employees who are actively involved by management in their professional development are four times more likely to be engaged. Follow-up this question with how you can help them achieve those goals.
We can all use a helping hand, but sometimes it’s not easy to ask for help. By initiating with this question not only do you make it easier to ask for help but also set yourself as a manager who is supportive and cooperative!
This is a great question to get feedback on current and upcoming projects. It can also reveal how much the team member is in sync with the plans of the team. If they’re not sure what’s happening, it’s time to improve communication!
There is definitely more to life than work! This is an important but often neglected question to ask during 1:1 meetings. Show that you care about them as a person, not just an employee, by asking about their life outside of the office.
Learning about your team member’s wins and areas of opportunity can help you be a better, more engaged manager. This is also a great opportunity to offer recognition, feedback or suggestions, depending on their answer.
What’s one thing we can do to improve the performance of the team?
This question will do two things: get feedback from your team member AND give them an opportunity to be involved. Asking for input like this will show that your a manager who listens and wants to make their team is set up to do their best work.
Employee recognition is one of the most important drivers of company culture and employee retention. As a leader, you can’t see everything that is going on but your team members can share team successes and help you better recognize good work.
Every person has their own style of communication, so it’s important that managers are adapting their 1:1 meetings towards their team members. The best way to do this is to simply ask them for their thoughts.
Communication is vital for any manager, and you want that communication to be open. Ask your team members for feedback to show that you’re a manager who listens and wants to improve.
To make sure your 1:1 meetings are useful, productive and provides accountability you need the right tool. Assembly’s 1:1 workflow provides managers the ability to document goals and KPIs, create and edit talking points, collect feedback, and more. You can learn more about this workflow and how you can use it to improve your meetings here.
In conclusion, understanding and implementing these keywords in your approach can ensure your one on ones truly benefit both manager and employee (and their career growth). Whether it's helping your team find their biggest challenge or ensuring everyone's on track with career goals and is able to receive feedback, the questions to ask are endless. Making the most of these opportunities and give other team members a talking point to check in during one on one will ensure a healthier and more productive workplace for everyone involved. There is no such thing as enough feedback in day to day work so encourage remote employees to strive to achieve their career goals and work life balance.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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