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

Monthly
46%
Annually
4%
As needed
46%
Never, but employee development is included in other meetings
1%
Not sure
1%
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Question: How often should managers have employee development meetings with their direct reports?
Top Answer (46% of 69 votes): As needed.

Answer: Monthly
Explanation: Monthly meetings are an excellent way to keep track of each individual's performance. These meetings can be short but very effective.
VIP Innovations, LLC
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.
Egrab Services
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.
Adhocratic HR
ProMatcher
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.
HR Consulting Services LLC
Answer: Monthly
Explanation: This is a tough question to give a simple answer. I believe it depends upon many factors such as size of the organization, type of business, the culture and value system. Meeting with employees on a regular basis and providing feedback is healthy for the employee in making sure they are successful.
Gateway Consulting, LLC
Answer: As needed
Explanation: In my opinion, there should be a minimum weekly training schedule.
Primary Human Resources Consulting
ProMatcher
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.
Midwest Business Institute, Inc.
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
Occupation Works LLC.
Answer: Monthly
Explanation: A monthly performance meeting with employees will keep them updated on their performance as it relates to the organization's goals.
Strategic HR Development
ProMatcher
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.
MML Consulting 15
Answer: As needed
Explanation: Never hold meetings just to hold meetings, but a company that holds no meetings is going nowhere. Without meetings, there is no communication and input for improvement. Direct reports need to know they are valued and the company has plans for their development. They need to know that their input is also valued when communicating direction toward mission statements and goals.
People Skills Unlimited
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
Custom Human Resources Consulting
ProMatcher
Answer: As needed
Explanation: As needed if there is an issue, but a minimum of once a year.
HR Consulting Services Plano
Answer: Monthly
Explanation: Keeping in touch and seeing how you can help them
NinonSpeaks Media Image
Answer: As needed
Explanation: Managers should hold employee development meetings as needed to ensure that their employees are engaged and knowledgeable about performing their jobs in the most efficient and productive manner. It also helps when managers provide ongoing feedback, training and development to ensure that performance expectations get met.
Noved Enterprises
ProMatcher
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.
HR4SLO
Answer: Monthly
Explanation: Setting expectations and checking progress is vital when developing talent.
Excel HR Consulting
Answer: As needed
Explanation: Subordinates need constant feedback on the performance, whether the performance needs improvement or is exceptional.
Human Resource Solutions Group, Management Consulting
ProMatcher
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
Mendocino Private Industry Council; MPIC, Inc.
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.
Team Building US
Answer: As needed
Explanation: Employee Development should rely on the individual.
MEA - Midatlantic Employers Association
ProMatcher
Answer: Monthly
Explanation: Having regular meetings to develop your employees will help keep your team sharp and perfecting their skills.
Omni Insurance Brokerage Inc
Answer: As needed
Explanation: Yes, we conduct a group meeting whenever anything needs to be required attention from all.
Club-Sportal.com
Answer: As needed
Explanation: I believe you should always work on 90 day runs. You can always adjust your plan, but never your goals
Mike Benton - Regional Vice President with Primerica Financial Services
ProMatcher
Answer: Monthly
Explanation: to keep updated on current changes
Social Pro Revolution
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.
HERO Employer Services
Answer: As needed
Explanation: Every company has many different needs and goals for the business and the employee. A great manager can see needs and create solutions for them. Frequent communication with the manager helps the employee stay on task and invest back into the business confidently!
Harvard Risk Management Corporation
ProMatcher
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.
A+ Career & Resume, LLC
Answer: Monthly
Explanation: Accountability is always needed and you can effectively do this monthly while monitoring your company's activities.
GLG and Associates LLP
Answer: Monthly
Explanation: A company shouls be proactive to problems and not wait until after they ocurr and be reactive. That keeps a company running smoothely and shows the employees they care about them.
Career Performancce Institute
ProMatcher
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?
Lone Star HR & Legal Consulting
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.
Axa Advisors LLC
Answer: Monthly
Explanation: At least monthly.
Fenwick: MortgageInvestments-Insurance
ProMatcher
Answer: Monthly
Explanation: With monthly contact and review projects and employees stay on track with less errors and shorten completion times.
Edwin C. Ostrand, LLC
Answer: Monthly
Explanation: It should be done every month.
Recruitment Associate Management Consultants (Subsidiary of Star Engicon Private Limited)
Answer: As needed
Explanation: Weekly is my answer. Daily if dealing with problem employees. However, if as a manager, you've set yearly goals, and put those goals online (lets say with the one page plan), then you'll need fewer meetings; and those meetings you do need mostly likely would be asked for by the employee.
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