The one thing everyone forgets about Zoom 1-2-1s that plays a big role in mental health

Remote working and video-calling meetings have become such a standard feature of our lives that maybe a little complacency has started to set in. We’ve adjusted our ways of working, but is it time to readjust them, and ditch some unhelpful bad habits?

1-2-1s with your manager are an important part of the workplace culture in any business, and they can be tricky to do properly over Zoom or Teams. Especially when managers might only be having them for 30 minutes once a month (if so, you might want to consider doing them more often).

Many managers use them as a project status update, but that’s not what they are for really. Their core purpose, and what the whole time should be dedicated to, is uncovering potential issues.

Stumbling blocks. Spanners in the works. Frustrations with suppliers, partners and customers. These should be among the main topics of discussion. But also, and equally importantly, issues in the team.

Managers can pick up so much from a 1-2-1 if they are doing them right.

Interpersonal dynamics, attitudes, behaviors - these are the sorts of things that should be discussed. Essentially 1-2-1s are not really for working IN the team, they are for working ON the team.

In the age of remote working, this is getting harder. But it’s a skill worth improving because 1-2-1s are going to provide a vital window into how the team is really ticking.

With people working in more isolated situations, managers need to try a bit harder.

It’s too easy to ask how someone is and they say, "fine" when they’re not.

Managers need to be aware of the power dynamics at play. Someone might even get defensive at being asked if they’re ok, if they’re trying to keep issues covered up. They can feel upset if putting on a brave face isn’t working.

One of the best things to do is to put yourself out there a little and show a little vulnerability yourself. For example, admitting you have been going through a stressful period yourself, makes the other person more comfortable sharing their own worries.

Ask open-ended questions such as: 

• How are you, really?
• Do you have anything on your mind at the moment?
• What are you finding hardest at the moment?

Don’t worry too much about what to say in response, just focus on listening.

Just sharing and feeling understood is a powerful thing for mental health.

But one of the best things you can do is open the door to some tangible support.

All managers should have it clear in their minds what sort of employee benefits the organisation provides around mental health.

Access to counselling services and mental health advice is more important than ever, as employees need help getting through difficult times.

To speak about improving your employee benefits offering, without breaking your budget, let’s talk.