Why Quarterly Convos and Weekly 1:1’s are Essential for Business Success

Like any successful garden, you need several ingredients, good weather, good soil, and the time, intention, and commitment to care and nurture for a landscape that will yield something beautiful. It also helps if you encouragingly speak to your plants, science tells us it actually helps them grow better! 

It kind of sounds similar to what’s needed in our workplaces to help our people achieve success. Today’s top talent is looking for:

• An environment conducive to growth 
• The right tools and support to achieve success 
• Feedback delivered in a way that leads to solutions 
• Time, attention, and intention 

It’s that time, attention, and intention we are going to focus on in this blog. Imagine you’re trying to keep your lawn looking neat and tidy. You could wait until the end of the year to mow it, trim the hedges, and pull weeds. But by that time, your lawn would be overgrown, the weeds would have taken over, and you’d be facing a much bigger job than if you had taken care of it regularly. 

Rock Workplace Conversations with Your People

In the same way, yearly reviews are like waiting until the end of the year to take care of your lawn. By then, issues have had plenty of time to grow and fester, making them much more difficult to address. And just like a neglected lawn, an employee who has gone a whole year without feedback is likely to have developed bad habits, lost motivation, and become disengaged. 

On the other hand, quarterly conversations and weekly one-on-one meetings are like regularly tending to your lawn. By addressing issues and giving feedback regularly, you can catch problems early, nip them in the bud, and keep your employees engaged and motivated. 

As a leader or manager, it’s crucial to stay focused and keep your team aligned with your company’s goals. One way to do this is by implementing EOS®, the Entrepreneurial Operating System. EOS® is a comprehensive system that helps businesses grow and achieve their goals by focusing on six key components: vision, people, data, issues, process, and traction. 

Quarterly conversations, weekly one-on-ones, and setting rocks are all essential components of EOS®. Let’s take a closer look at why they’re so important. 

Quarterly Conversations 

Quarterly conversations are a chance for leaders and their teams to step back and assess their progress toward their long-term goals. They help ensure that everyone is aligned and focused on the company’s vision and priorities. Without quarterly conversations, it’s easy for teams to get sidetracked by day-to-day tasks and lose sight of the big picture. 

During quarterly conversations, leaders and their teams should review their progress toward their annual goals and adjust their plans if necessary. They should also discuss any issues or challenges they’re facing and work together to find solutions. 

Weekly One-on-Ones 

Weekly one-on-ones are another crucial component of EOS®. They give leaders and their direct reports a chance to connect regularly and discuss any issues or concerns they have. One-on-ones also help build trust and accountability between leaders and their teams. 

During weekly one-on-ones, leaders should listen actively to their direct reports and provide feedback and support as needed. They should also use this time to review progress toward weekly goals and discuss any issues that may be impacting performance. 

Setting Rocks 

Finally, setting rocks is an essential part of EOS® goal-setting. Rocks are specific, measurable goals that teams commit to achieving within 90 days. By setting rocks, teams can stay focused on their priorities and make progress toward their long-term goals. 

When setting rocks, it’s important to ensure that they’re challenging but achievable. Teams should also break down their rocks into smaller, actionable steps to make progress toward their goals. 

EOS® as Part of Your Hiring Strategy

It’s people that sit at the heart of the EOS® process and being able to communicate this as part of the hiring process helps to support the EVP (Employee Value Proposition) of an organization. The intentionality and impact associated with EOS® is something of a head-turner for candidates when they hear about it.

We believe in the importance of having an EOS®-aligned process for hiring that’s followed by all. We call it Hire 4 Performance. This process is designed to ensure that all new hires are aligned with the company’s vision and culture, and have the skills and experience necessary to perform at a high level. The vision connection aspect of EOS® is essential to finding a candidate that achieves buy in.

In gardening terms, you don’t just throw seeds in the ground and hope they grow together. Some plants crowd others out and you need to be aware of how the seeds (candidates) are likely to interact (there’s nothing worse than having your plums crowded out). By following the H4P process, companies can increase their hiring success rate by 50%, leading to more productive and engaged employees who can help drive the company’s growth and success (We wrote a whole series of blogs that you can check out here). H4P training can be a valuable tool to help you achieve your goals. With a focus on alignment, accountability, and performance, H4P built on the foundation of EOS® can help your company achieve the results you need to succeed in today’s competitive marketplace.

Conclusion 

In conclusion, EOS® is a comprehensive system that can help businesses achieve their goals by focusing on six key components: vision, people, data, issues, process, and traction. Quarterly conversations, weekly one-on-ones, and setting rocks are all essential components of EOS® that can help teams stay aligned and focused on their priorities. 

By implementing these practices, leaders can create a culture of accountability, trust, and continuous improvement. If you’re interested in learning more about EOS®, why we use it here at Titus, and what an EOS®-focused approach can do for your hiring strategies, let’s connect.