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SEO articles for Bridge

Below is an excerpt from the article. The full article can be found here: https://www.getbridge.com/blog/personal-one-on-one-meetings-improve-workplace-performance/

Managing performance and helping employees progress in their careers relies on the personal touch. Read on to learn more about the importance of one-on-one meetings in performance and career development.

When was the last time you met one on one with your manager? How about a coach or a mentor? This is a popular practice in a number of organizations, but it’s all too common that 1:1s get left by the wayside.

Performance management and career development are about skills, yes. But critically, they are about people. And not in that “our business is all about the people” kind of way. Getting the most out of your employees, and helping them get the most out of their time at your company, requires investment in their potential.

Why Yearly Performance Reviews Aren’t Enough

The main benefit of regular one-on-one meetings is improving feedback and communication. According to research from Qualtrics, 86% of people want to ask their managers for feedback more than once per year.

One-on-one meetings improve the working relationship between employees and their line managers. Not only does a 1:1 open up communication channels and help employees feel heard, it provides important opportunities for line managers to provide clear, direct feedback on employee performance.

These meetings, whether with a line manager, coach, or mentor, are also a great way to build trust. And ultimately, trusting workplace relationships only work to improve performance and staff retention.

YOU MIGHT ALSO LIKE | ‘Get Aligned: 3 Ways to Keep Employees Aligned With Organizational Goals

How Do You Conduct a One-on-One Meeting?

The priority in a one-on-one meeting is establishing rapport and open communication. Whether you’re onboarding a new employee or meeting a seasoned employee for a monthly one-to-one, it’s important to make sure both parties are heard. Start by doing these four things:

1. Provide Opportunities for the Employee to Share

This is one of the most important parts of the one-on-one dynamic! Throw in some small talk first, but be sure to ask your employee what’s going on. Check in with them on the parts of the job they enjoy and any challenges they’re facing. No job is perfect, but this added support can go a long way. Remember to listen, empathize, and don’t make it about you!

RELATED READING | ‘What Really Engages and Motivates Your Employees?

2. Present Feedback in a Constructive Way

These meetings are the perfect time for you to share feedback with your teams. While there’s a place for positive feedback and praise in front of others (if your employee responds well to this—remember, not everyone likes the limelight!), negative feedback should be shared privately and in a constructive way.

When it comes to simple feedback on someone’s work like correcting a typo or something that can be corrected on the spot, go ahead and give them the feedback there and then. But when you’re giving feedback on their communication style, an issue with another colleague, or ongoing performance issues, it’s best to deliver this in person, even if that’s by a video chat with cameras switched on.


Below is another SEO article I wrote for Bridge. The key focus was on employee retention rate, including various semantic keywords and research from various countries in their target markets.

The full article can be found here: https://www.getbridge.com/blog/5-ways-improve-employee-retention-rate/

Here is an excerpt:

What is a good employee retention rate? And why is it important? The answers to these questions plus five ways to improve your retention rate are right here.

With “The Great Resignation” upon us, and the huge shifts we’ve seen in the world of work in the last two years, it’s never been more important to focus on the people in your organization. Employee retention has been a buzzword/phrase in HR for a long time, but in 2022 it’s starting to mean something a bit different.

Why Is Employee Retention Important?

There are two sides to look at this from—the employee side and the business side.

Firstly, let’s look at the employee side. You need to assess how employees are treated and get an honest reflection of how happy people are in their roles. This starts with open and honest communication because employees who don’t feel comfortable providing negative feedback to their line managers or HR departments won’t explain why they’re unhappy until it’s too late.

It’s more important than ever to prioritize your employees’ needs. And these needs have changed since the onset of the COVID-19 pandemic. More employees have come to realize the importance of flexibility over a period of enforced remote working, and mental health is now at the forefront of conversations about well-being.

From the business side, improving employee retention greatly reduces costs, increases morale, and allows your employees to function better as a team. Unfortunately, employee departures beget more departures. And the same can be said for retention.

Ultimately, happy, respected, and well-paid employees will stand the test of time. While job-hopping becomes the norm in many industries, and the average employee turnover rate in the US rose from 42.6% in 2016 to 57.3% in 2020, there are things you can do to slow this trend down and keep your employees engaged.

So from both a financial business perspective and for the long-term happiness (and productivity) of your people, you need to do your best to keep your retention rate high and your turnover rate low.

What Is a Good Employee Retention Rate?

Well, it varies drastically between industries and across countries. In the UK, the average employee turnover rate is 15% per year. The highest turnover rates are in sectors like retail, call centers, and construction with lower turnover in professions like legal, accountancy, and the public sector.

However, federal data from the US shows that over 4 million people quit their jobs in January 2022, with over 48 million leaving their jobs in 2021, a new annual record. So it seems this number is likely increasing.

 

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Alice Rowan

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