How Do I Plan One-on-One Meetings to Discuss Delayed Salary Reviews and Skill Matrix?

Hi Friends,

I am working as an HR person for a software firm. Actually, now I am assigned with a task by my RO. He told me to conduct one-on-one meetings with all the staff here as a review model to communicate to them that the salary review has been postponed to the next quarter (this is a hidden factor).

In the meantime, I also need to prepare a skill matrix of all employees. I would like to know how I should plan the content for the one-on-one meetings with employees. Does anybody have a model or format for the same?

Regards for senior's help,
Sanigeo

Hello,

Can anybody help me out with the issue of how to conduct HR meetings with employees, specifically one-on-one meetings?

Hi Sanigeo,

I do not have a specific model to share, but I can suggest a way to conduct one-on-one meetings:

1. Prepare a schedule to meet each staff member with their reporting officer.
2. Create a structured list of points you want to discuss with them, such as:
- Their consistency, especially if there has been no increment in the current year.
- Their knowledge, skills, and attitude towards specific tasks.
- Focus on areas for improvement.
- Enhancing productivity through training.

I hope this approach helps you better understand your team members. If you have any further questions, feel free to ask. Keep rocking!

Thank you for reaching out. I have a few queries.

I am tasked with conducting a meeting with the staff, but I do not have a plan on what topics to discuss or how to begin. If possible, could you please provide guidance on the content that should be covered during the meeting?

San Diego,

Let me clarify... What is the objective of this one-on-one meeting? I will suggest the contents.

Hi,

I have two motives behind the meeting:

1. To rate or prepare a skill matrix for each employee.
2. To convince the team members of the delay in salary hike/performance appraisal to the next quarter.

Can you please advise me?

For a skill matrix, you should rate people in three areas, namely, KSA (Knowledge, Skill, and Attitude).

1. Knowledge - Job Knowledge.

2. Skill - Capable of executing the task.

3. Attitude - Perception towards the task / Improvement aspects / Innovation

You can rate an individual on a 5-point rating scale. For example, the 5 points may be - Poor, Satisfactory, Good, Superior, and Excellent.

To convince the team on a delayed salary hike, you can motivate them with the following points:

1. Clearly explain your position in the market.

2. Discuss future business opportunities.

3. Explain individual responsibilities - make them feel accountable for specific activities.

4. If your team is small in number, organize some recreational activities.

5. Encourage them to suggest "what better can we do to overcome this situation?"

6. Emphasize that this is a situation we have to approach as a team (The Organization) - Make them feel united.

Hope you will have a good time with your team. If you have any more queries, feel free to ask. Keep rocking!

Dear Sanigeo,

Improving the efficiency of an individual or a team is possible only by adding responsibilities to him/her/them. So, what you have to do is break your big group (full strength of your company) into small teams (Cross-Functional Teams would be preferable) and provide them projects (Projects in terms of process improvement, cost management initiatives, elimination of non-value-added activities, etc.) with a time-bound. You can see the people highly energized and involved. Your task is to organize some recreational activities often, say once every two months or any other viable frequency you prefer.

Hope this will aid you... any more queries? Post them, and keep rocking.