75% of employees think their boss is the worst part of their job.

A long the years, companies have implemented many strategies and actions to improve communication and relationship with customers.

On the other hand, internal communication and relationship strategies with their employees are also required for a company to have success. Two separate worlds that somehow come together at the end of the day.

However, a company's success is mainly based on the employee's satisfaction level and among a bunch of different strategies there is one that I want to discuss in the following lines.

I'm talking about "One-on-one meetings" which are a valuable tactic practiced by successful leaders. When implemented correctly, these brief, weekly check-ins improve employee performance and their results in measurable ways.

For example, when giving one on one meetings, this helps build stronger manager-employee relationships.

It is a personal communication that really helps have a better understanding of what the other person needs.

It also helps empower employees to own their performance. we could assure how powerful this can be. When people empower themselves this brings self motivation and better diligence on the person' work performance.

So how can you work on these two facts?

Holding one on one meetings helps build stronger manager-employee relationships.

Schedule them on a shared calendar or using one-on-one meeting software to ensure you don’t miss an appointment. This is critical for engaging and retaining your people.

Create a manager-employee communication code — the manner in which the managers and HR representatives at your company interact with your workers—can have a huge impact on your workplace culture.

Maintain a positive employee relation on a daily basis at work. It helps to improve staff morale, reduce workplace conflict and ultimately, increase productivity.

Communicate with employees solely through memos or emails is not only inefficient, but also impersonal.

Workers will easily feel as if they are not an integral part of your company if all you ever do is talk at them.

Empowering employees to own their performance.

People who feel connected to their goals and empowered to do their work are more motivated and engaged.

Empowering employees is a culture. It takes an increase in trust, clear communication, and strategic delegation.

Consider delegating with the intent to grow and develop the capabilities and responsibilities of your employees.

Define the boundaries within which your employee is free to act.

It’s okay if an employee doesn’t get from point A to point B using the same means you’d use.

When you delegate, accept that this may mean your employee may complete the task differently than you would.

As a conclusion

By building a stronger employee communication and empowering them, not only are you strengthening relationship but also you are creating new channels of communication where you will make the employee feel part of the company.

How powerful this can be! seeing and making people grow personal and professionally is the kind of leaders every company needs today.

Is it happening that there are still some leaders that lack this kind of insight to finally understand that they are dealing with human beings? We need to hear and to be heard.

I am pretty sure that this strategy of holding one on one meetings among employees is the great weapon that can help companies retain staff in a long term run.