The Onboarding 1:1
Introducing the Manager Toolkit Series
I’m beginning this series to share some of my favorite management tools. These tools enable me to connect with my team deeply and support their growth on a more personal level. The inspiration for these tools comes from various sources, including my managers and mentors, talent partners, leadership books, and leadership workshops. Over time, I’ve adapted them to better fit my personal management style. I encourage you to try these tools and make them your own. I’d love to hear if they work for you and if you have any suggestions!
Manager Toolkit 1: The Onboarding 1:1 Template
Q1. What motivates you?
Share stories from your life or instances when you were particularly proud of your work. What triggered those transitions? What made you feel proud?
Q2. If there were no constraints, what would be your dream job?
How do you envision the peak of your career?
How does your current job contribute to this dream?
Q3. How do you work best?
Give an example of when you felt energized at work.
Give an example of when you felt drained at work.
Q4. What’s your preferred learning style?
Give an example of a situation where you applied your learning skills to overcome challenges at work.
Q5. Brief self-assessment
Strengths
Areas for improvement
Q6. How can I provide feedback most effectively?
What’s the best feedback you’ve received? How was it delivered and what was its impact?
Bonus: If time allows, I’ll introduce my own management philosophy/style.
User Manual
Why have an onboarding 1:1?
This method is effective for gaining a deeper understanding of your direct report. It’s a great way to show genuine interest in them, which can foster relationship and trust. This understanding also enables you to tailor future interactions for greater effectiveness. For example, if you need to assign a task outside their comfort zone, you can adjust your approach based on their motivations. Furthermore, you can pinpoint growth opportunities, like leading an organization-wide event or exploring new work areas, related to their long-term career interests.
Some Tips
Timing: Avoid initiating this process in the first 1:1 meeting. Instead, wait until the majority of the general onboarding is completed, typically by the 3rd or 4th week.
Preparation: Distribute the questions a few days prior to the session. Encourage them to prepare some bullet points.
Duration of Sessions: Usually, it’s best to plan for a full 60-minute session. Don’t rush the conversation. If necessary, let it continue into the next 1:1 meeting. It’s worth the extra time.
Your Presence: Make sure to dedicate your full attention to these discussions, as they’re crucial for relationship building. If you need to take notes, inform the other party so you don’t appear distracted.
Further Readings
I drew significant inspiration from Radical Candor (this is an affiliate link). If you’re interested in reading more about career conversations, refer to Chapter 7.
What do you think?
Please leave a comment if you find this helpful or have any feedback. I’m also interested in hearing about the questions you ask in your onboarding sessions!
