Did you know that 80% of employees who receive regular feedback are fully engaged at work? That’s according to a recent Gallup study. Another report says that only 33% of U.S. employees are engaged in their work, representing $1.9 trillion in lost productivity nationally - a startling statistic that no leader can afford to ignore.

Are your Objectives and Key Results (OKRs) missing the mark?

Setting OKRs is hard; setting the right ones is even harder. Many companies adopt OKRs to drive alignment and focus. But without the proper approach and rigor, OKRs can fall short. The truth is, most companies struggle with OKRs. Despite best intentions, they end up frustrating employees rather than motivating them.

Traditional performance reviews fall short, offering just one viewpoint on employees’ contributions and capabilities. This leaves gaping blindspots on how employees are truly performing and leading. For a multi-dimensional perspective, more and more forward-thinking organizations are now embracing 360° reviews to get the full picture. Unlike standard annual reviews, 360° reviews gather insights from all key stakeholders that work closely with the employee.

Check-in meetings play an important role in building high-performance teams. They help create a positive work environment where employees feel valued and heard, leading to greater job satisfaction. While many managers struggle to conduct effective check-in meetings, when done correctly, they can have a huge impact on employee engagement, morale, and performance.

Feedback plays an important role in improving employee performance and fostering a culture of transparency, respect, and open communication. When employees receive regular, actionable feedback, they feel valued, motivated, and empowered to take ownership of their work. Moreover, it helps to build trust and strengthens relationships between managers and employees, creating an environment that encourages collaboration, innovation, and continuous improvement. By integrating continuous feedback into their culture, organizations can cultivate high-performing teams that are passionate, engaged, and committed to achieving exceptional results.

Building a strong, high-performing team requires a conducive environment for open communication, collaboration, and individual development. Here are seven actionable tips for managers to foster meaningful and productive one-on-one meetings. These simple strategies can not only optimize your time but also help you have a more engaging dialogue with your team members.