One-on-one topics needed

MBee170

April 4,2022 at 4:24AM UTC

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One-on-one topics needed

I don't have a real 'problem' but I am looking for ideas for things to discuss at my bi-weekly one-on-one's with my supervisor.

We are a procurement team of three, a manager, a full-time employee and I am a temp with little hope of full time until 2024. I knew this when I was hired, but was optimistic that they would find a place for me in a different department (based on past practice). However, the manager is going to be out for multiple surgeries this year and they will need me to pick up the slack as we adjust.

Without corporate goals or a trajectory, there is little to discuss. We meet every other Tuesday, and I feel very unprepared for these meetings. We've discussed my college classes, business theory books, negotiation tactics, problems with that day's work load and preparing for his time off.

As a small team and with the stress of the upcoming absence, we talk for 4-6 hours a week about the same topics as what I have used for the one-on-one.

I'd love ideas on how to make the best use of this hour. He likes to talk, and I have enjoyed the conversations, but without a long-term goal, it feels like an item with a check box.

Any suggestions? He tells me it is my time, and I want to get something of value from it. We meet again 4/5/22! :)

MBee

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RachelApril 4,2022 at 5:04AM UTC
Managers who put the ownership on the employee to run their 1:1's are likely trying to do one of two things: allow for ownership for development, goals, or projects, or maybe don't have the bandwidth/interest to develop an agenda. I would recommend taking stock of the projects or assignments that you are working on throughout the week and having updates for him in the 1:1. If not possible, then potentially come prepared with items you need assistance or guidance for - perhaps input on how you handled a scenario, feedback on performance, or other questions to make progress. Especially if I'm understanding correctly, your manager will be on leave soon. You can position it as "I'd love to align before your leave". I think showing you are putting thought into these meetings is a good sign, but also can push him to say what he actually wants to hear or have you work on. I hope that helps - good luck!
AnonymousApril 4,2022 at 1:38PM UTC
I agree with Rachel that this is a great opportunity to talk specifically about growth and your goals — even your pain points or something that's challenging you. Good luck and let us know how it goes!
Orlagh CostelloApril 4,2022 at 2:31PM UTC
If you are looking to be permanent eventually, would it be worth pursuing with the supervisory what can help you with this? Talk about the soft skills sides, if there's something you see happening you'd like to find out about, if there are things you can do while he's off to help your prospects?
AnonymousApril 4,2022 at 5:08PM UTC
If you plan to pick up the slack when he's out, spend your time planning who that is going to look. Draft a detailed transition plan of what you plan to support and how. Create a timeline of handoff 1 week prior to his leaving on medical so that the team can start that week while he's still in the office. Work with your full time colleague to find ways to cover the manager and include these plans in your draft.
PattiApril 6,2022 at 1:32PM UTC
I have regular 1:1 meetings with my manager, and recently found an article to make them more productive. I followed the template and had a very productive meeting with her.
The five topics we discussed were:
1. What is on the top of your mind.
2. What are some roadblocks and obstacles you are currently facing?
3. What are some career development and learning opportunities available?
4. What are some recent successes and milestones you recently achieved?
5. What additional feedback does your manager have for you?