How to Make the Most of One-on-One Sessions: What Questions to Ask and Conduct to Maintain

I would like to know what sort of questions I may ask the employees in a one-on-one session and what kind of conduct I should maintain.

Dear Y Saraf, Your conduct should be assertive. However, why do you want to conduct a one-on-one session? You need to decide if it is for:

- a) Giving normal feedback
- b) Counselling
- c) Performance Appraisal
- d) Briefing on the execution of a project
- e) Is it for addressing a disciplinary issue?

Your approach should vary depending on your specific requirement. Obtain agreement for any proposed changes from the employee at the end and ensure to document the session for future reference.

Ok...

Regards,
Dinesh V Divekar

Purpose of Conducting One-to-One Sessions

Please define the purpose of conducting the one-to-one session with your employees. Without informing the purpose, you cannot expect the exact reply.

1.  **Counseling** - Ask about the employee's family details, their social status in the village, confirm their work environment, and what their passion, hobby, and expertise are.

2.  **Appraisal** - Ask about their previous employment, previous year's appraisal details, their satisfaction level in the last appraisal, their achievements in quantitative and qualitative terms, their expectations from their employer, their self-appraisal, and any value additions during the current appraisal year.

3. ⚖️ **Disciplinary Cases** - Inquire about the lapse that occurred, what led to the offense, the background of the offense, individuals involved, the employee's awareness of the offense, confirmation of any repetition, and explaining the impact on their future career due to the offense.

You can elaborate on the one-to-one session in this manner. Which part would you like to focus on?

With warm regards,

S. Bhaskar

[Phone Number Removed For Privacy Reasons]

Thank you for your suggestions. My one-to-one sessions will be for regular feedback from the employees about the organization, their satisfaction level, etc. Do give me suggestions regarding this.

Regards

Dear Ysaraf, If it is for regular feedback, please mention the format for the period from ______ to ______, Employee Name, Particulars in the company, Reporting to __________, Dept _____. How do you feel about working in this company? How would you like to bring changes in the work environment, work hours, work-related matters, job satisfaction, and how about taking care of the employee's family by the employee? How are his hobbies going on? Self-assessment/appraisal about the employee, an appraisal about his superior/immediate superior. Like this, you can create your questionnaire, then proceed for a one-to-one session. Normally, the same will be available with concerned department incharges, and it will be forwarded to the HR department.

With warm regards,
S. Bhaskar
[Phone Number Removed For Privacy Reasons]

I too work as an HR executive for a small start-up company. I am also in a phase of conducting HR one-on-one sessions to gather feedback from employees about our company, work, benefits, etc. I have prepared a questionnaire and have completed a session with one employee so far.

Now, I need a sample format in Word or Excel where I can compile all this feedback to share with my management. Is there any sample format that anyone can send to me?

My email address is [Email Removed For Privacy Reasons].

Thanks.

Regards,