Schedule progress review meetings in advance. Agree with each employee on how often and when you’ll hold progress review meetings, and then get these scheduled on both your calendars.

Employees must be actively involved in the goal meeting. If an associate feels that her goals are assigned without any input from her, both commitment to the goals and desire to achieve them are ...

One-on-one meetings can be powerful opportunities for employees and managers to connect on goals, reassess tasks and brainstorm ideas, but they can also turn into wasted time if not leveraged ...

Perhaps the best way to make progress is to ask questions. A few years ago, I gave a presentation at the BenefitsPRO Broker Expo on the importance of asking questions before trying to come up with ...

Google's new AI-based system for fielding questions ahead of its company-wide meetings is giving its leaders an easy out, employees said. Previously, through an internal tool called Dory, workers ...

I would review these in each 1-on-1 meeting. Send out the questions you want to discuss with the employee ahead of time. (I’ll get to what those questions are later.) ...

Staff meetings enable you to keep employees informed on issues that affect their work. Your managers or supervisors hold regular departmental meetings to update employees on progress or deal with ...