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1. You are using the normal frequency. I was hosting 1:1 with my very experienced direct reports every week up until I retired a few months ago.
2.The 1:1 is an opportunity for the team member to raise issues or concerns with you or to seek career guidance or feedback.
3. If your team members are not asking you any questions or raising any concerns with you, then I would ask them about how they are feeling about their jobs, their workload, their schedule, their coworkers, etc. Entry level employees most times do no know what to ask or how to address concerns with their manager.
Honestly, biweekly feels to far between meetings for an entry level employee to me. They have questions and concerns they are brining up as well as career aspirations. You make it sound as if it’s waste of time, when really, if your title is supervisor, it’s one of the most important parts of your job.
The meetings don’t have to be super long, but they should be scheduled and that time protected. And I would look at it as their time to communicate somewhat freely with you. If you go in with a bad attitude and just say “I have nothing for this meeting, do you? In a manner that implies you’re rushed and have better things to do, they might not feel safe or comfortable communicating with you or feel rushed. Let them know that time is a priority to you to meet with them and build trust, ask them questions that open them up, find out what support they need and how they want to grow.
Try to keep them to 30 minutes. Encourage the person you’re overseeing to lead the meeting. If there’s a specific format you’re looking for coach them on that or be direct about what you’re looking for during the meetings. Encourage them to ask questions / raise issues outside of these meetings.
Yes. Are you a new manager?
Yes. It's part of leading