Matt Ryder runs 1-on-1s by checking activity first, then KPIs and forecasts, ending with one concrete next action. Miss targets once and you're out; twice triggers a performance improvement plan; three times is termination, unless you're a top performer.
Hey, you're a manager, right? How do you run your one-on-ones? So how I run my one-on-ones is pretty simple. The first thing is that I want to go over activity because it's really like the most important thing that I care about. If the activity isn't there, I don't really listen to anything else. And from there we go over their KPIs. So it's like, what are they supposed to be hitting? What are they planning on hitting? Like, what are they forecasting? What's their plan to get there? Both from like an inbound perspective and outbound perspective, because I would assume that they would aim to make more sales than what like can just be provided to them from like the inbound lead flow. They should be getting referrals. They should be doing all this kind of thing. And then from there, usually end with them like trying to make a call, like, I'm going to do this. And then I just ask how they're doing personally. That's pretty much it. It's pretty simple. If they don't have their numbers, I just tell them to fucking beat it. And if they don't have their numbers the second time, go on a pip, don't have it the third time, fired. Unless they're a top performer, then they can probably do whatever the fuck they want, to be honest.
