When Spencer Johnson and I wrote “The One Minute Manager” in 1981, our goal was to show managers how to give people the direction and support they need to succeed. In those days, leading others was something managers did in-person, at a physical workplace. The idea of meeting and talking with people through computer screens was pure science fiction.
Today, Zoom is a household word and remote work is commonplace. According to the U.S. Bureau of Labor Statistics, in August and September last year, 27.5 percent of private-sector establishments had employees teleworking some or all of the time. As more Millennials and Gen Zers dominate the workforce, that number is expected to climb.
Given the increasing number of people who are working remotely, how do managers keep their people engaged and give them the direction and support they need? Two essential practices come to mind.
Essential practice no. 1: Prioritize one-on-one meetings
In the new hybrid workplace, it’s especially important that leaders keep their lines of communication open with their direct reports. One of the best ways to do this is for leaders to schedule virtual one-on-one meetings with each person who reports to them.
These one-on-one meetings should occur weekly or at least once every two weeks for about 15 to 30 minutes. Regularly meeting this way will strengthen the leader’s partnership with their direct reports, even when they’re not seeing each other face-to-face at the office every week.
And when I say “one-on-one,” I’m not talking about a competition in which the leader tries to dominate.
Although the leader schedules the meetings, the direct report sets the agenda. In these meetings, the direct report can talk about whatever is on their mind — goals, personal challenges, updates on projects, questions or concerns. The leader’s role is to listen and look for ways they can help. Does the direct report need clarification on a goal? Do they need advice, support or encouragement?
As people discuss how they are doing in relation to their goals, the leader can diagnose their development level and provide the appropriate level of direction and support.
If the direct report is struggling with a particular issue, the leader can coach them toward a resolution by asking clarifying questions.
Perhaps the direct report only needs to update the leader on the status of their projects.
Regardless of what topics are covered, virtual one-on-one meetings provide the connection and communication that are essential in a hybrid working environment.
Essential practice no. 2: Create an engaging culture
When people no longer come to a physical office space with the company’s name on the building, how do leaders provide a sense of community and belonging? The answer is: They create an engaging corporate culture.
For many years, our company has been honored as the winner of numerous top workplace awards. I believe the number one reason for this recognition is because of our special corporate culture. At Blanchard, people can bring their authentic selves to work and have fun as they work toward our vision of a world filled with “Leaders Powered for Good.”
The first step in establishing an engaging corporate culture is to create a compelling vision that inspires people and gives them a clear picture of the future you envision. The next step is to define three or four organizational values that will guide your decision-making as you work toward making your vision a reality.
Creating an engaging company culture in a remote environment can be challenging. As the world has changed, we’ve had to find ways to make our global, hybrid workplace feel as welcoming and fun in 2023 as it did when we started the company in 1979. Here are a couple of practices that are helping us keep our heart-centered culture alive:
Recognition and rewards. If I could only choose one of the leadership principles I’ve taught over the years, praising people and catching them doing things right is the one I’d hold onto. That’s why I’m so excited about our B.Bright platform, an online hub where colleagues from around the world can cheer each other on by posting thanks, congratulations and praise to one another. Activity on the site earns people fun rewards — a day of sailing, a round of golf, a gourmet dinner, a series of watercolor lessons — the list goes on!
Morning messages. For decades now, myself and a few others have left a morning message to everyone in the company. In our messages we praise people, celebrate milestones and share news about what is happening in the company. These messages provide a way for us to reinforce our loving culture and encourage camaraderie among our people.
It can be daunting to lead in a workplace that’s located anywhere from a cell phone in Delhi to a laptop in Paris to an office in Denver. But with regular one-on-one meetings and a strong corporate culture, everyone can thrive in the new hybrid organization.
