15-30 minutes each week to specifically discuss how you are doing. Are you ahead or behind? What can you do to improve? This should not be thought of as a weekly complaint fest! This is their chance to tell you about obstacles they are facing and for you to determine how best to remove them. For a unit that has more than 20 team members. The unit manager should assign team members to the shift manager they work with the most. This way, no one should have more than 1 up to their manager and 6-8 down to teammates. Time: 2.25 - 4.5 hours per week. More in the beginning, less later.
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Side bar: Once per week per teammate might seem like overkill. People crave feedback and purpose. Taking a few minutes each week with your team to discuss how things are going will pay enormous dividends later. You’ll catch the bad apple before they rot the barrel. You’ll be able to identify the unheralded leader sooner. For multiple units, you’ll be able to share more to advance the entire team.
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The ratio of talking should be 40% leader and 60% participant.
To allow the participant to reflect on what is going well, what they could do better, and how they will do that. It allows the manager to determine how they can remove any of the roadblocks mentioned.
Shift Manager to teammate.
Unit manager to unit shift manager.
Multi-unit manager to unit manager.
Director to multi-unit manager.
I’m a huge fan of this digital. They get a copy. You get a copy. They understand what to do over the next week. You can review when you meet with them next.