How often should managers have employee development meetings with their direct reports?

Answer: Monthly
Explanation: Keeping in touch and seeing how you can help them and see what ideas they may have, they are working with you, not for you.

Answer: As needed
Explanation: We always tell our business partners that they hired their employers for a reason. If things are not going well, the only way to turn it around and get the performance you need and expect is through regular and ongoing communication.

Answer: Monthly
Explanation: At a minimum, managers should be talking with their staff about items monthly; even if it is just a check-in/ follow up on a on-going project.

Answer: Monthly
Explanation: This could also be a weekly meeting depending on the role and the employee's current ability to perform the tasks for which they are responsible. It is important that as a leader that you set clear expectations for your direct reports, and provide feedback. Coaching and feedback are very important to an employees development.

Answer: Monthly
Explanation: My philosophy is that each month Managers should take the time to meet with their direct reports one-on-one to touch base. This ensures that the manager is accessible to each employee so that the manager is both able to provide immediate feedback to the employee but also so the employee has the opportunity to discuss any questions or roadblocks they are facing that are hindering their ability to meet their objectives. This helps to keep employee development top of mind.

Answer: As needed
Explanation: Managers should be very involved in the development of their teams, making sure that they are equipped with the tools to perform exceptionally.

Answer: As needed
Explanation: In my opinion, there should be a minimum weekly training schedule.

Answer: As needed
Explanation: Is it hard to give feedback and evaluations? Yes. But the good news is, it gets easier with practice—and it pays. Study after study show that employees who have clear goals, get coaching, and receive formal evaluations feel a stronger commitment to their employer and greater job satisfaction. In a world where managers are constantly on the hunt for talent, the time you spend growing your own is the best investment you can make. - See more at: http://www.lindenbergergroup.com/fearless_performance_evaluations.html#sthash.sfh115xQ.dpuf

Answer: Monthly
Explanation: Actually I believe meeting twice monthly is better. This would give both managers and employees the opportunity to further enhance skills and address areas needing improvement. Proves managers with actual opportunity to serve as a mentor and will aid in completing performance reviews.

Answer: Monthly
Explanation: A monthly performance meeting with employees will keep them updated on their performance as it relates to the organization's goals.

Answer: Monthly
Explanation: In order to maintain a productive and motivated workforce, periodic reviews are essential and the research confirms this. In job satisfaction surveys, communication repeatedly comes in as one of the most important job factors. Your employees look to you for frequent feedback and information about their performance, about organizational goals and priorities, and about the future. The manager/employee one-on-one is an effective tool to engage and retain employees.

Answer: Monthly
Explanation: It is always important to keep your management team abreast of any new issues and refresh your staff with policies and procedures to keep them informed. The more informed your team is the better the decisions can be made.

Answer: As needed
Explanation: Goal setting is the backbone of having an effective employee development meeting. Meetings should be scheduled around those goals and action items, but should also take place on an as needed basis when there are needs that need to be addressed

Answer: Annually
Explanation: Annually there should be a review or assessment of employee development needs. The outcome of this assessment time should then be a clear plan or timeline. Ideally there should be a quarterly assessment of progress so that adjustments can be made as goals are achieved or are found to be incomplete.

Answer: As needed
Explanation: As needed if there is an issue, but a minimum of once a year.

Answer: Monthly
Explanation: There needs to be ongoing employee development. This helps improve productivity. It also helps the manager get to know the employees, their strengths and weaknesses.

Answer: Annually
Explanation: At minimum, managers should have an annual performance review at year end, and then a separate goal setting meeting in the beginning of the year to establish your employee's development goals and the steps/actions/projects needed throughout the year to achieve those goals. Quarterly "check-ins" are highly encouraged to ensure goals are still relevant and are being worked on.

Answer: Monthly
Explanation: Setting expectations and checking progress is vital when developing talent.

Answer: Monthly
Explanation: Development conversations should be on an ongoing basis and not just a one time event. These conversations should happen when there is something comes up that is related to the development of a specific employee whatever cadence that may be.

Answer: Monthly
Explanation: At least monthly, more if needed. This will insure the staff member is in line with the goals of the company and manager

Answer: Never, but employee development is included in other meetings
Explanation: Employee development should not be in a meeting setting, it should be with hands on training with the manager side by side with the employee. Perhaps a monthly meeting is in order to discuss one on one their development progress.

Answer: As needed
Explanation: Weekly, Monday mornings, Friday mornings and once in the afternoon, the third week of every month.

Answer: Monthly
Explanation: Having regular meetings to develop your employees will help keep your team sharp and perfecting their skills.

Answer: As needed
Explanation: Yes, we conduct a group meeting whenever anything needs to be required attention from all.

Answer: Monthly
Explanation: Need to track progress towards goals.

Answer: Monthly
Explanation: to keep updated on current changes

Answer: As needed
Explanation: Good managers continually develop their employees providing feedback and constructive criticism throughout each project and daily work. Managers should hold meeting specific to their employees no less than annually, probably no more often than quarterly.

Answer: Monthly
Explanation: I would recommend that managers meet with their subordinates weekly. This can be a great way to deepen a relationship and help fine tune as needed. A weekly conversation even for 20 minutes can be a great way to connect with your staff.

Answer: Monthly
Explanation: Employees need to have fairly immediate feedback on areas to improve upon, while also receiving information on where they are performing well, and opportunities for professional development and cross training.

Answer: Monthly
Explanation: Accountability is always needed and you can effectively do this monthly while monitoring your company's activities.

Answer: Monthly
Explanation: Employee development is synonymous to career development, as I should look forward to meeting with my manager to discuss my career development, so to should my direct reports meet with me monthly to discuss their career development.

Answer: As needed
Explanation: In ANY meeting, if a Managers is not contributing to the employee's success, his subordinate is going in the wrong direction. As such, employee development meetings should be run socratically, giving the employee a chance to discuss how she is proceeding in a project, and what obstacles she has had to anticipate and overcome. More importantly, the meeting is not to see whether the subordinate will handle a situation in exactly the same way as the supervisor would. As such, comments like "I would not have done it that way," are counter productive and eventually demoralizing. Remember, a Manager's goal is not to spawn mini-clones of himself. The questions asked should primarily focus on the subordinate's thought process and implementation, not in a critical way, but as a learning tool, asking the subordinate what were her take-aways from the experience and would she do them the same way today? The last words out of a supervisor's mouth in an employee development meeting should always be, what else can I do to assist you?

Answer: As needed
Explanation: Building a team requires covering different areas in which there will be many moving parts that probably change frequently, the only way to keep up with changing times is to talk to those who need to know as needed when change happens, and change WILL happen.

Answer: As needed
Explanation: As we sail or drive, we need to steer to ensure we are on the right path

Answer: Monthly
Explanation: With monthly contact and review projects and employees stay on track with less errors and shorten completion times.

Answer: Monthly
Explanation: It should be done every month.