As workloads increase and schedules tighten, managers often find it difficult to create the time needed for individual coaching sessions with team members. As a result, they often put off these meetings until they are approached directly by a team member. This can lead to issues and problems remaining buried within the department for extended periods of time. The consequences can be severe and may even include employee resignations.

One-on-one meetings don't need to be long and, if conducted properly, they can ultimately lead to a smoother running and more productive department. To gain the optimum benefits from one-on-one meetings managers should keep the following points in mind:

• One of the most important parts to making these meetings effective is ensuring a level of trust exists between the manager and the team member. To establish trust a manager needs to follows through on their commitments and act on suggestions that result from the meeting.
• Take the time to really listen to what is being said and encourage the employee to do most of the talking. You can only get to the heart of matters when you provide someone with the opportunity to tell you what's on their mind.
• Set at least a loose agenda for each meeting and leave with time-bound action plans.
• Have regular scheduled sessions that do not change. It is imperative that the employee knows that these meetings are important to you and you are committed to them taking place. If necessary, reschedule meetings but don't drop them.
• Always treat the employee as an individual. Most members of the team are likely to have different needs and wants and it is important that people feel that their own personal needs are being considered and take into account.