One On One Employee Development Human Resources Byu Idaho

Have meaningful one-on-one meetings with direct reports on a regular basis. Actions to consider: This book just keeps getting better. 📖 These quotes from chapters 10–12 really hit home for us. What has stood out to you as you’ve been reading? Share your thoughts below!

🌟 The true legacy we leave isn’t projects or programs, it's people. Elder Bednar reminds us that the greatest impact we can make is helping others increase in capacity and confidence. At BYU-Idaho, that’s exactly what we’re striving for: building disciples, leaders, and coworkers who lift one another, learn together, and grow through the Spirit of Ricks. 💙 ✨ Let’s keep strengthening each other professionally, personally, and spiritually. Ready to grow with us? Join a training, take on a challenge, or connect with our team today!

Magic? 🪄 Or just the power of clear accountability? Watch closely…the real secret to leadership can be unlocked at the Leadership Pattern: Render an Account training. Reserve your spot now! Code Red! 🚨 The only type that can save the day?

The type to attend Render an Account training! Don’t wait, RSVP now and boost your leadership skills. 💪 We’re absolutely loving this book! Here are some quotes that really stood out to us. If you’re following along, what insights have you discovered so far?

Share them in the comments! ✨ The University encourages managers to use the "one-on-one" approach to develop their employees. Each manager should facilitate a regular one-on-one meeting with each employee that he or she supervises. These meetings give an employee the opportunity to report on his or her responsibilities and assignments and give their manager the opportunity to listen, teach, correct, inspire, support, and motivate. How to conduct one-on-ones with those you supervise?

1. Build your relationship with the employee. 2. Review the employee’s goals and assignments. 3. Provide feedback on the employee's goals and assignments.

4. Address performance problems or other concerns. 5. Communicate work expectations. 6. Discuss the employee’s career development (i.e., seminars, classes, degrees).

7. Solve problems. 8. Teach, train, inspire, support, and motivate. 9. Solicit feedback or suggestions.

10. Listen. #careerdevelopment #opportunity #oneononecoaching Learn more about One-on-Ones at BYU-Idaho's HR Office website, navigate to Leadership Resources on the right-hand side: https://www.byui.edu/human-resources/training-and-development Make your one-on-ones work! 💬 Here are 4 quick tips to help you lead more effective, meaningful conversations—because better check-ins lead to better outcomes.

🔖 Save this post as a quick reference before your next one-on-one. #PeopleFirst #OneOnOneMeetings #EmployeeEngagement #ManagerTips #WorkplaceCommunication #LeadWithPurpose So good! 👏 One-on-ones can do so much to build connection, clarity, and confidence—thanks for breaking it down so simply. Grateful for the work you do to support meaningful leadership at BYU–Idaho! #LeadWithPurpose

📚Small books. Big conversations 🩷 We love seeing organisations bring the topics from our books into the workplace and see the impact they have. Our bite-sized guides aren’t just for reading - they’re designed to spark real conversations. Teams reflect, share, and discuss topics like curiosity, resilience, optimism, and emotional intelligence, turning insights into action. When these books move off the page and into meetings, coffee breaks, or informal catch-ups, they create moments where people connect, learn from one another, and develop the skills to navigate change and support... For employers, that means learning doesn’t just sit in a book.

It becomes part of the culture. People practice life skills every day, collaborate more effectively, and feel empowered to thrive 💚 That’s why we do what we do: to help teams grow together, to bring essential skills into everyday conversations,... One habit that instantly makes you look dependable: Summarising conversations. After every client call or team discussion, take two minutes to write down: 1️⃣What was discussed 2️⃣What was decided 3️⃣Who’s doing what Then send a short follow-up note or message. Sounds small, right? But it changes everything.

It saves confusion later. It keeps everyone aligned. And most importantly, it shows you OWN the conversation, not just attend it. In my experience, seniors notice it. Clients love it. And teams thank you for it.

Because clarity doesn’t come from long meetings, it comes from short, thoughtful summaries. Small effort. Lasting impact. What’s one small habit that’s made a big difference in how people perceive you at work? Share it below, your tip might help someone else level up too. 💬 LinkedIn Guide to Creating #MondayBlues #Work #Corporate #Office #WorkHabitsThatWork #ProTipsBySakshi #ProfessionalHabits #LeadershipSkills #CommunicationAtWork

Corporate Learnings - October Series 1.3 It's happened to me many times- I’ve felt like I was speaking a differently than my team. A simple miscommunication can hurt feelings, and make everything harder than it needs to be. Emotional intelligence was my turning point. It helps me to focus on the human side of work. In our corporate learnings series, we're diving into honest, simple ways to build strong relationships at the office. •Build trust by being reliable.

•Communicate with empathy. •Listen more than you talk. •Get your point across without frustrating people. •Show appreciation for your colleagues. It's about making our work lives less confusing. #EmotionalIntelligence #CorporateLearnings #CommunicationSkills #WorkplaceCulture

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