From 7a8228d50b0a7f60191cc4ab4f588ddd97dde50e Mon Sep 17 00:00:00 2001 From: Paolo Pustorino Date: Fri, 11 Aug 2023 16:30:10 +0200 Subject: [PATCH] #148 Renamed one-to-one to more correct one-on-one form. --- content/procedures/employee-onboarding.md | 4 ++-- content/working-at-sparkfabrik/impact-assessment.md | 4 ++-- ...one-to-one-meetings.md => one-on-one-meetings.md} | 12 ++++++------ 3 files changed, 10 insertions(+), 10 deletions(-) rename content/working-at-sparkfabrik/{one-to-one-meetings.md => one-on-one-meetings.md} (87%) diff --git a/content/procedures/employee-onboarding.md b/content/procedures/employee-onboarding.md index c163842..05403fd 100644 --- a/content/procedures/employee-onboarding.md +++ b/content/procedures/employee-onboarding.md @@ -96,8 +96,8 @@ The Team Leader will also make sure that: * The buddy reviews the core-skills list with the colleague and a training plan is laid out on the topics that need upskilling * HR and the employee will schedule a 30 mins self-introduction to the whole company -* HR will schedule a 1-on-1 meeting with the employee at the end of the second week, to check in on the [onboarding goals](/guides/an-effective-onboarding-structure) -* The Team Leader will schedule a 1-on-1 meeting with the employee at the end of the first month, to exchange feedback and set the goals for the next couple months +* HR will schedule a one-on-one meeting with the employee at the end of the second week, to check in on the [onboarding goals](/guides/an-effective-onboarding-structure) +* The Team Leader will schedule a one-on-one meeting with the employee at the end of the first month, to exchange feedback and set the goals for the next couple months * Marketing will contact the employee to choose a face wall shot (this can be used as a profile picture as well) ## Things to do one month after the onboarding diff --git a/content/working-at-sparkfabrik/impact-assessment.md b/content/working-at-sparkfabrik/impact-assessment.md index 222a0b8..dceb0ec 100644 --- a/content/working-at-sparkfabrik/impact-assessment.md +++ b/content/working-at-sparkfabrik/impact-assessment.md @@ -27,7 +27,7 @@ Each employee has [accountabilities](/organization/accountabilities#per-role-acc For each point in the impact assessment card, you can mark out one of three possible values: -* **I still can't match the expectation**: You feel you still can't jump the bar. Take a short note of how you think you can do better and discuss about it in 1-on-1 meeting with your responsible, your senior colleagues or HR. +* **I still can't match the expectation**: You feel you still can't jump the bar. Take a short note of how you think you can do better and discuss about it in one-on-one meeting with your responsible, your senior colleagues or HR. * **I deliver what's expected**: You think you're a perfect fit - or can be a perfect fit if you're assessing your match for a new seniority level or for a project role. * **I exceed this expectation**: You think you are doing (or you can do) more than expected. Take a short note so we can discuss this and, if we all agree, reward your merits. @@ -41,7 +41,7 @@ Of course, there are moments when this is most valuable: * When you feel lost about your [role and duties](/organization/accountabilities) and want to check in on them to focus on what's important * When you think you are ready for a [step up in your career](/working-at-sparkfabrik/career-advancement), you can take your assessment to the table to talk about your perceived strengths and weaknesses * When you ask for a raise, you can sustain your request with a list of your positive impacts -* Right before one of the [1-on-1 meetings](/working-at-sparkfabrik/one-to-one-meetings) scheduled by the company +* Right before one of the [one-on-one meetings](/working-at-sparkfabrik/one-on-one-meetings) scheduled by the company ## Self-assessment vs external feedback diff --git a/content/working-at-sparkfabrik/one-to-one-meetings.md b/content/working-at-sparkfabrik/one-on-one-meetings.md similarity index 87% rename from content/working-at-sparkfabrik/one-to-one-meetings.md rename to content/working-at-sparkfabrik/one-on-one-meetings.md index f3c1fbf..0c3acd9 100644 --- a/content/working-at-sparkfabrik/one-to-one-meetings.md +++ b/content/working-at-sparkfabrik/one-on-one-meetings.md @@ -3,23 +3,23 @@ Description: How we make sure people grow and express themselves in SparkFabrik Sort: 60 */ -Our one-to-one meeting is heavily inspired in spirit and practice by the [24 questions to ask in your next 1:1 meeting](https://www.small-improvements.com/blog/24-questions-ask-next-11-meeting/) post by Jason Lauritsen on the _Small improvements_ blog. +Our one-on-one meeting is heavily inspired in spirit and practice by the [24 questions to ask in your next 1:1 meeting](https://www.small-improvements.com/blog/24-questions-ask-next-11-meeting/) post by Jason Lauritsen on the _Small improvements_ blog. HR representatives and team leads engaging in one-to-ones with developers are required to read the whole post and take inspiration. ## Cadence -The time is always right for a one-to-one, should the need arise. Anyone who wants to have a conversation with HR or the company management, be it on a specific topic or to share general feedback, can ask for one from HR. +The time is always right for a one-on-one, should the need arise. Anyone who wants to have a conversation with HR or the company management, be it on a specific topic or to share general feedback, can ask for one from HR. -As a rule of thumb, the company will make sure that every employee has at least two one-to-one meetings each year. All employees with a role in operations will attend the meeting with a designated HR representative. +As a rule of thumb, the company will make sure that every employee has at least two one-on-one meetings each year. All employees with a role in operations will attend the meeting with a designated HR representative. There are no prerequisites for one-to-ones, and an effective agenda for the meeting is detailed below, but each employee who wants to take the most out of the event must come prepared with topics to discuss. -The one-to-one is a great opportunity to talk about your career, your performance, and your professional goals. If you feel this is important, we strongly advise you [get ready for the meeting with a self-assessment](/working-at-sparkfabrik/impact-assessment). +The one-on-one is a great opportunity to talk about your career, your performance, and your professional goals. If you feel this is important, we strongly advise you [get ready for the meeting with a self-assessment](/working-at-sparkfabrik/impact-assessment). Optionally you can ask for an assessment from your responsible or senior teammate - this is especially recommended for junior developers. ## Goal -The one-to-one meeting is **not** an occasion for control or top-down education. It is a meeting **of the employee and for the employee**, with the following goals: +The one-on-one meeting is **not** an occasion for control or top-down education. It is a meeting **of the employee and for the employee**, with the following goals: * Receive honest feedback * Provide honest feedback @@ -35,7 +35,7 @@ To achieve meeting goals we set the following agenda over a 60 minutes meeting: 3. **Impediments** (15 mins): What obstacles are you encountering right now? Where do you struggle? 4. **Next goals** (15 mins): What are the most important things you will focus on before we meet next (relates to point 1)? Can we state it as a [SMART](https://en.wikipedia.org/wiki/SMART_criteria) goal? 5. **Offer to help** (10 mins): What can we as your managers do better or differently to support you? -6. **Facilitator feedback** (5 mins): What are your feelings on this one-to-one? How should I improve as a facilitator? +6. **Facilitator feedback** (5 mins): What are your feelings on this one-on-one? How should I improve as a facilitator? ## Outcome