In this section, we'll look at some criteria for measuring success as an HR leader. Each of the other chapters are broken down into separate articles, which are linked in the table of contents below.
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It’s all well and good to put 1:1s in the hands of your managers, step back and let them lead. So, what’s an HR leader to do to ensure success? HR can help provide the structure needed to make 1:1s productive.
Develop a system that recognizes and rewards managers who are consistently meeting with their reports. Consider the goal of 1:1s — More engaged employees who are motivated and plan to stay with the company. If these goals are being met, perhaps it is less important how often managers do 1:1s, what they talk about, and so on. The process is distributed and run in a way that works for individuals. Managers don’t need to turn in any paperwork that would weigh down the process.
Some of KPIs include — but are not limited to:
- % of managers having 1:1s
- Common conversation topics discussed
- Frequency at which managers and employees are meeting
eNPS as a lead indicator
A commonly used measure of engagement is the eNPS score, or employee Net Promoter Score, which asks: On a scale of 0 to 10 with 10 being “extremely likely,” what is the likelihood you would recommend working at [your company] to a family member, friend or colleague?
This eNPS score will allow companies to see, with a pre-determine cadence, how engaged employees are. It can be done before and after implementing 1:1s to see the change in engagement. Another way to measure success are through 360 reviews, or employee-driven feedback cycles. Isolate reviews and feedback given by direct reports to managers or team leads to check for outliers. This way, you can target training on how to get the most out of 1:1s to managers who may need it most.
An example of the eNPS score scale, used to measure employee engagement: