【職場智慧】一對一會議是良好職場文化的關鍵 One-on-One Meetings: The Key to a Positive Workplace Culture
在職場中，一對一會議經常被低估，實則它對塑造職業生涯和提升工作滿意度扮演關鍵角色。北卡羅來納大學夏洛特分校的組織心理學家Steven G. Rogelberg強調，這類會議不僅是工作流程的一環，更是職場文化的重要組成部分。
- 鼓勵員工主導對話
上司不應單方面主導對話或將會議僅用於檢視任務清單。反而應鼓勵員工引導對話，以滿足他們的實際及個人需求。這種互動方式有助於深入理解員工面臨的挑戰和需求，進而提升團隊效率和員工滿意度。 - 平衡會議時間和質量
會議應針對性強且高效率。Rogelberg建議，每週安排約25分鐘或每兩週50分鐘的會議時間，避免員工感受到過度管理或被忽略。合理規劃會議時間，確保每次會議都能有效解決問題，同時減少不必要的壓力。
良好的一對一會議不僅能提升員工的職業滿意度和參與度，還能對他們的整體生活幸福感帶來正面影響。Rogelberg的研究顯示，許多員工對一對一會議評價不高，原因通常在於管理者高估了自己在會議中的表現。
管理者不應只關注工作任務，而應更專注於傾聽和理解員工的個人需求及挑戰。這種交流不僅是領導者的重要職責，更是構建高效團隊和良好工作關係的基石。這是唯一一種不宜以電子郵件形式進行的會議。
In the workplace, one-on-one meetings are often underestimated, yet they play a crucial role in shaping career paths and enhancing job satisfaction. Steven G. Rogelberg, an organizational psychologist at the University of North Carolina at Charlotte, emphasizes that such meetings are not only a part of the work process but also a vital component of workplace culture.
- Encouraging Employee-Led Conversations
Supervisors should not dominate the conversation or use meetings solely to review task lists. Instead, employees should be encouraged to lead the conversation to meet their practical and personal needs. This interaction helps to deeply understand the challenges and needs faced by employees, thereby improving team efficiency and employee satisfaction. - Balancing Meeting Time and Quality
Meetings should be targeted and efficient. Rogelberg suggests scheduling about 25 minutes per week or 50 minutes every two weeks for meetings to avoid over-management or neglect of employees. Proper planning of meeting time ensures that each meeting effectively resolves issues while reducing unnecessary stress.
Good one-on-one meetings not only enhance employee job satisfaction and engagement but can also positively impact their overall life happiness. Rogelberg's research shows that many employees rate one-on-one meetings poorly, often because managers overestimate their performance in these meetings.
Managers should not only focus on work tasks but should also concentrate on listening and understanding the personal needs and challenges of their employees. This communication is not just an important responsibility for leaders but also a cornerstone for building effective teams and good working relationships. This is the only type of meeting that should not be conducted via email.