Keeping Your Word – And Your One-on-Ones
You’ve had a busy day. You’re behind on emails. A client put an “emergency” brainstorm on your calendar. Frankly? You’re overwhelmed. Is it really a big deal if you cancel that one-on-one meeting with a direct report? These meetings happen every other week – they will understand, right?
This slippery slope is a familiar one to leaders and, unfortunately, a familiar one to employees. But this seemingly small schedule change can have much bigger implications and a profound impact on trust within the workplace.
The Ripple Effect of Cancelled One-on-Ones:
One-on-one meetings are one of the most powerful tools you have for keeping an open line of communication with your direct reports. They serve as a dedicated space for leaders to connect with team members on a personal and professional level. Cancelling them can lead to a cascade of negative consequences, and leave employees feeling directionless, neglected, and unsure.
A Standing Commitment
By having a regular, standing commitment that is, within reason, an unmovable priority, you are signaling to team members that there is always time and space for them to communicate with you. Even if the vast majority of your one-on-ones are surface-level chats that don’t generally delve into any deeper issues, simply having the one-on-one is a signal that you care about the employee.
Psychological Safety
We have talked before on the blog about psychological safety in the workplace. For those who might need a refresher, psychological safety is:
the feeling of being able to take risks and make mistakes without fear of negative consequences. These negative consequences include being embarrassed, rejected, or even reprimanded.
One-on-ones are a fantastic way of reinforcing psychological safety. By providing employees a regular time and space where they can talk freely and openly, you are communicating that they have somewhere they can fully express themselves. It’s good for morale, and it’s good for the bottom line – nobody can innovate and take risks in an environment without psychological safety.
If You DO Need to Cancel
Sometimes, despite everything we’ve talked about above, you just need to reschedule. The key here is communication. If unforeseen circumstances arise, be transparent with team members. Clearly articulate the reasons for the change, express regret, and proactively work towards finding an alternative time that suits both parties.
The Importance of Trust
Trust is not just a buzzword in leadership. It’s everything. Trust lays the groundwork for a company culture where individuals feel supported, motivated, and understood. When you book in a one-on-one with an employee, you are making a promise to them that there is space for them. When you break that promise, you break a level of trust.
When leaders consistently cancel or reschedule one-on-one meetings, it erodes the trust employees have placed in them. It signals a lack of commitment to the growth and well-being of the team – don’t underestimate how valuable a commitment to one-on-ones can be.
Meridith Marshall is the CEO and Founder of Uncharted Way and has seen firsthand how people and organizations can navigate the most difficult of circumstances with clarity and openness to improve employee experience and culture in their workplace. She is an industry-recognized expert in using a data-driven approach and is a therapist and certified Co-Active coach.