Approach all of your 1:1 meetings with your teammates with a compassionate and solution-oriented mindset. This would make you the leader your team members trust and aspire to be.
Oftentimes managers avoid having personal 1:1 meetings with their team members because they find it difficult, time-consuming, or unnecessary. Yet, there’s nothing that boosts employee performance, morale, and retention more than having a regular 1:1 check-in with their manager.
In this article, we will discuss all you need to know about conducting impactful 1:1 meetings with your team members.
Table of contents
The idea of 1:1 meetings was first popularized by Andy Grove, the former CEO of Intel, in his book High Output Management. In short, 1:1 meetings are weekly personalized conversations between a manager and their team members to ask questions about work challenges and performance roadblocks and finding solutions together.
These meetings are not for discussing progress reports or performance reviews, instead 1:1s are great opportunities for managers to connect with their employees and uncover ways to guide and support them.
The advantages of personally knowing your employees go way beyond immediate improvement in employee performance. When handled correctly they enable managers to enrich employee experience and drive retention.
Let’s discuss some other reasons why you need to have frequent 1:1 meetings —
It is well known that as much as 50% of employees who switch organizations leave their jobs due to issues with managers. According to Gallup research, 70% of the variance in employee engagement is influenced by the managers they report to.
1 on 1 meetings can eliminate this risk by providing managers with timely insights on what motivates their team members. As a manager, when you know their aspirations, their pain points you can customize your solutions to empower them individually as well as build relationships.
1 on 1 meetings are also great for reducing the risk of false assumptions and personal biases that arise naturally. It helps you put aside personal favourites and connect with all team members to create a sense of equality and trust within the team.
When employees trust their managers, they open up and interact honestly. Most employees in 1 on 1 meetings talk more freely with their managers than they do in group meetings, especially introverts.
Frequent and regular check-ins build a feedback culture within the organization which further helps in proactively identifying and solving potential problems before they snowball into bigger issues with more expensive consequences.
While it’s natural to overlook smaller wins when you are overwhelmed with millions of other responsibilities, it demoralizes team members. When employees feel that their hard work is unnoticed for longer periods, they lose the motivation to put in their best effort. As a manager, you must make sure that you are using these quick interactions to recognize good work and saying thank you-s for their efforts.
1:1 meetings drive managers to listen with empathy, provide constructive feedback, build trust and relationships — thus transforming them from managers into leaders. Also, 1:1s humble managers by making them receive genuine feedback from their teammates with an open mind.
Regular personalized feedback from employees helps managers identify what’s working and what’s not in how they manage their teams and helps businesses develop learning programs for managers accordingly.
1:1 meetings are meant to be discussions. As a manager, your job here is to find ways to support, guide, and coach your team. Don’t start 1:1s with a mindset to dissect the employee’s performance, rather use this time to show your employees that you care about them.
Remember that your employees are the focus of the conversation. Instead of forcing them to comply with your orders, allow them to come up with possible solutions. Listen without judgement and then suggest your solution. Keep things informal to make the employees feel at ease so they feel free to provide honest feedback.
To have effective and focused 1:1 discussions, you need to have a clear idea of what is happening within your team. It helps to ask employees beforehand about their challenges or revisit previous 1:1 conversations history to come up with talking points to make sure both party’s time is being used properly.
Remember that 1:1 agenda should be collaborative and flexible. Both the manager and employee should bring their genuine concerns to the table.
The primary purpose of 1:1 meetings is to develop trust between the manager and the team’s members. Building trust takes time and requires consistency. Set the right cadence that your team requires. And once the cadence is decided, set them as recurring events in your calendar. Use a tool to integrate all 1:1s with your favorite calendar to save time instead of scheduling them manually. Regularly making time to talk to your employees will make them feel that you are really invested in their success and wellbeing. Thus, increasing their engagement and output.
Weekly cadence is good to keep in touch with your people without appearing as a micromanager. But if your team size is too large, then a bi-weekly cadence may be a good alternative. Scheduling monthly 1:1 meetings is usually ineffective as a lot can happen in a month which increases the chance that you’ll spend more time correcting mistakes than proactively solving them.
Often, managers tend to interact with team members with whom they get along easily. But remember, as a team leader you must conduct 1:1 check-ins with all members of your team without any preference. This allows your employees to know that you are not a manager who plays favourites and increases their loyalty to you.
Nobody likes longer meetings that take their time away from valuable tasks. On the other hand, if your meetings are too short, you will not have enough time to talk about important issues.
As a general rule of thumb, 30-45 minutes of weekly check-ins is good to go. Also, make sure both parties come prepared with their talking points so no time is wasted discussing pointless topics. This is where it becomes useful to use guided 1:1 meeting templates.
It is natural for some employees to refrain from giving honest feedback or sharing genuine concerns about the team's performance because they fear the consequences of being known by other team members as “the one who complains”.
Also, not everyone is equally comfortable in sharing their problems. Therefore, you must customize the tonality, context, and structure of your 1:1s to suit every employee’s personality and needs.
As a manager, it is your responsibility to ensure that everyone feels safe and their privacy is protected.
1:1 meetings are about employees and their needs. So, as a manager, make sure to ask as many questions as needed to get to the root of their workplace challenges and find the right solution.
Apart from asking only technical questions, also ask about their morale to understand how they feel about their work and employer as a whole. Be genuinely interested in knowing your employees. That’s the key to an effective 1:1 meeting.
Taking notes is not only useful for future references, it also shows that you care about what your team members have to say. Moreover, taking notes during and after a meeting helps you to use the learning from one conversation with a specific employee for any similar situation in the future with another employee (or even to solve your own problem).
Also, taking personal notes (i.e. recording your own thoughts about the issue) turns out to be useful when you have to do a performance review at the end of the year.
1:1 check-ins are even more crucial when some or all of your employees are working remotely. Make sure to use a video call to understand the non-verbal cues related to a conversation.
Ask them about what they need to feel supported in their work. Frequently letting employees know that they are cared for by the organization reduces their stress of working in isolation and increases employee engagement.
Now let’s look at how you can structure 1:1 conversations to make the most of your discussions.
This is the time to set the agenda, create talking points, review previous conversation history and team priorities, and get into the right mindset. If things have been going well, remind yourself to focus on recognition. And if things are not going as expected, remind yourself to focus on finding a solution to the problem instead of finding faults in the concerned employee.
Share the agenda of the next 1:1 conversations with the concerned employee beforehand. Ask them to share their talking points as well.
Also, before you get into specifics about their individual performance, let your team know (on a regular basis) what success looks like for the team as well as for each role. This way, you will make sure that employees are not using 1:1 discussions to share excuses for not meeting expectations.
Many employees tend to perceive 1:1 meetings with their boss as intimidating. As a result, they avoid talking about the real problems and say what they think you would like to hear.
Ease the tension in the beginning of the discussion with a quick check-in about how they are feeling and doing. Casually ask about how they feel about their work, team mates, and what’s on the top of their minds.
Next, share how you are doing at work. Talk about your work updates that may be relevant to the discussion. Seeing you opening up may help them to see you as a fellow employee instead of “the boss”. Thus, building trust.
We repeat this once again, 1:1 meetings are about employees. It is about finding out what is stopping them from being their best selves at work. To uncover their performance blockers, listening empathetically is key. Leave the urge to jump to conclusions or provide quick solutions and actively engage in what they have to say.
Take 1:1 meetings as a development exercise for yourself. Listen to what your team members have to say about your management approach. Take notes to recognize recurring patterns from different conversations and modify your managerial style accordingly.
This would not only help you become a better leader but also improve your team’s performance and trust in you when they see that their feedback is being valued by their boss.
Although the true purpose of 1:1 meetings is to recognize employee efforts and boost their morale, sometimes you will need to hold difficult conversations. Instead of criticizing their performance or behavior, talk about the high expectations you have of them. This would show them that you believe in them and thus encourage them to work harder.
Also, the quicker you provide feedback about their performance the faster they can correct their course.
1:1 meetings are two-way discussions. While talking about performance, it’s okay to share personal stories in similar situations (if any). Bringing little vulnerability to the discussion helps to eliminate fear.
Moreover, employee performance can sometimes be affected by issues outside of work. Asking them how they are doing in their personal life (without being intrusive) will make them know you care about them on a personal level while simultaneously giving you a clearer picture of the root cause of performance fluctuations.
Solutions are useful to the extent they are practical. At the end of the meeting, create a set of action points and a timeline to keep track of improvement. Having a clear roadmap would motivate employees to continuously improve their performance.
Apart from taking notes during the 1:1 meeting, it is useful to keep a history of all previous 1:1 conversations in one place that gives you a better contextual understanding of an employee’s problems at a later time. SuperBeings automatically saves all 1:1 meetings history without any additional effort from your side.
1:1 meetings are undoubtedly the best way to receive regular feedback from employees and drive continuous conversation between team members and leaders. As a manager, 1:1 conversations are your most powerful tool to develop a team of high performing individuals.
Using tools like SuperBeings can help you plan your meetings in advance, provide AI driven recommendations if you need help with specific problems, and suggest several 1:1 meeting templates to guide the conversation. It also keeps a conversation history for your future reference.
In conclusion, whether you decide to use a specific tool to guide your 1:1 meetings or plan to do it yourself, approach all of your 1:1 conversations with your teammates with a compassionate and solution-oriented mindset. This would make you the leader your team members aspire to be.
Take your employee experience to new heights with our customizable employee engagement module. Book a free demo today!
It is no longer an assumption that the traditional approach to annual goal setting and review has run its course. The VUCA world demands more quick and adaptable business models.
While the agile values and methodology was initially created for software delivery, you can apply the same to transform how you set and achieve your business goals.
In this article, we will focus on:
Traditionally, goal setting has been a very static and long-term process for organizations. Here are a few key components of traditional goal setting and performance management:
This form of goal setting and performance management had relevance for organizations operating in steady and stable market conditions.
However, in today’s VUCA world, the pace of change is skyrocketing and organizations unable to tide with the same are finding it extremely difficult to survive, let alone thrive.
Some of the reasons to reimagine goal setting for VUCA world include:
While it may not be apparent in the first look, agile and OKRs are quite complementary and combining the two can be a great step for growing organizations. Here’s why —
Here are a few reasons why you should combine agile and OKRs for your organization:
Now that it is clear why working agile and OKRs together makes sense for growing organizations, let’s quickly explore the top ways in which you can apply agile techniques to your OKR framework to make goal setting and performance management suitable for the VUCA world.
In this last section of agile and OKR for better goal setting and performance management, we will uncover the top framework.
We have combined the best components of different frameworks like waterfall goals, delivery agile, scaling, full stack agile, into a single framework with 5 major components that can help you enhance the complementary potential of agile and OKR
This approach can help you leverage the benefits of agile methodologies and OKR framework to impact all aspects of organizational structure for achievement of goals, including the culture, strategy, initiatives, tactics, etc. The framework is premised on:
If you are struggling with combining agile and OKRs for your organizations, chances are you are focusing on activity based key results which often resemble agile steps, leading to confusion and inability to meet goals.
For instance, if you have an event coming up and wish to successfully execute the same, the objective will be common, with specific value based key results for each team.
If you look closely, while the objective is shared, key results are spread across sales, marketing, and even product/ services teams
Your agile and OKR framework should enable you to get the best of both worlds when it comes to results. Agile results by nature are qualitative in nature and focus on the features that you wish to ascertain in a specific period of time. On the other hand, OKRs are driven by metrics. Thus, you can use a combination of the two for effective results:
The combination can help you create an ideal balance between outputs and outcomes which are both critical when it comes to goal achievement and performance management.
Using data and not relying solely on opinions will help you set agile OKRs which don’t under or over estimate the goals. For instance, if the market data on traffic to a new website in your industry is 20,000 clicks in one week, your OKR can focus on reaching 25,000 to make it aspirational but achievable up to 80%.
However, if you set the target at 50,000 or above, it will become too far fetched and the team might not even strive for it. On the flip side, if the target is only at 10,000, it will not encourage your employees to push the boundaries. Thus, you need to replace opinions and command OKRs with data backed experimentation.
Self organizing teams are important for growing organizations as they proactively take onus and ownership of achieving OKRs and lead to a greater degree of success. Step away from controlling detailed plans for each OKR and encourage the leadership to provide direction.
To conclude, if you combine agile and OKR, you have for yourself a clear model for success which you can easily apply to goal setting and performance management. Furthermore, leveraging the right technology resources can help you stay on track and enable you to thrive in the VUCA world.
Like most fast growing organizations, you might also be leveraging the OKR methodology to set, implement and facilitate effective goal setting to maximize growth. If not, you should start using OKRs ASAP.
OKRs not only provide an excellent goal setting framework but also drive high performance when implemented strategically. Most importantly, with enhanced goal visibility and transparency, OKRs ensure that everyone is on the same page which is the foundation of a cohesive and high performing culture.
In this article, we will discuss 8 ways in which you can adopt the OKR methodology to build a thriving company culture.
A high performance and thriving company culture is based on the foundation of clarity and focus. When there are 100 things to focus on, your employees will eventually lose sight of what’s actually important and might feel burdened with non-priority tasks. This will lead to a poor employee experience and limited productivity, both situations that prevent an impactful culture.
However, when you apply the OKR methodology, you will be able to limit your focus on 3-5 top priorities which will attract attention, energy and efforts across the organization. You will then be able to create a high performance culture by dedicating all your resources to the key priorities to realize impact.
A culture that thrives on collaboration, teamwork and alignment is one which creates maximum impact. The OKR methodology can help achieve this in an effective manner. On one hand, everyone is clear about their role in the OKR achievement, which makes collaboration seamless because everyone is on the same page and no one steps on the shoes of others.
On the other hand, OKRs can help your employees align their responsibilities and tasks with the overall vision of the organization, motivating them to contribute to the big picture.
To learn more about how to align teams using OKRs, read this
Recent times have shown that uncertainty and ambiguity will continue to mark the new normal. Thus, a culture of agility, resilience and responsiveness is critical for fast growing organizations. The OKR methodology can help achieve the same.
OKRs are cognizant of the changing environment and have the flexibility to be adapted to the same.
More importantly, you can leverage the OKR methodology to foster a culture that focuses on outcomes and is not fixated on the tasks to achieve the outcome at hand.
One of the top challenges of building a great company culture is a siloed approach and annual reflection. This leads to surfacing of major risks and problems which result in high rates of attrition, absenteeism and lower levels of motivation, productivity, etc.
However, the OKR methodology adopts an approach of continuous engagement and reflection. You can create a regular cadence to check OKR progress for each of your team members, even daily is effective.
This continuous engagement and reflection can enable you to preempt risks before they surface and leverage the power of communication to address them in real-time. Invariably, a culture built on continuous engagement leads to greater impact and high levels of performance as well as employee satisfaction.
The lack of transparency is one of the key obstacles for many fast growing organizations that seek to create a thriving company culture. A way out often seems difficult to navigate. Fortunately, the OKR methodology can help address this challenge as well. When you use OKR, especially with the support of an effective OKR tool, you can facilitate high levels of transparency.
Everyone in the organization will not only know their role, but also will have a complete view of the level of performance for others. Such transparency can help you increase coordination of efforts and give everyone the visibility of what’s happening across the company.
You may agree that most fast growing organizations these days seek to replace a strict hierarchy with a more flat organizational structure that facilitates inclusion of diverse ideas, thoughts and opinions. However, many struggle when it comes to actually implementing this thought.
Adopting OKRs can solve this problem.
By nature, the OKR methodology is based on a collaborative foundation where a top-down approach compliments a bottom-down approach for goal setting.
This suggests that while the skeletal structure of the goals might be laid down by those in the top leadership, you can give all employees the freedom and autonomy to create OKRs for their teams and verticals.
When your employees participate in setting the OKRs they have to execute, the level of ownership is much higher. Thus, you can leverage the OKR methodology to create a thriving culture built on greater ownership and a flat organizational structure.
With a focus on continuous engagement and reflection, the OKR methodology can help you facilitate open communication and feedback. Many studies have shown that a culture that facilitates regular feedback along with open channels of communication is more likely to thrive than one which does not.
In the OKR methodology, when you constantly track your OKR progress (download our free template for tracking OKRs), you will be armed with data backed insights to offer regular feedback for your employees. Furthermore, you can also leverage the same to start meaningful conversations with your team members in case you feel that there is any kind of disconnect. Such open communication can help you create a truly inclusive culture when employees feel their voice is heard.
Finally, a company culture that thrives has two major components supporting it, accountability and recognition.
The OKR methodology is an answer to both these challenges.
Now that you know how the OKR methodology can help you in many ways to create a thriving culture, it is also true that as a fast growing organization with multi-pronged focus, leveraging OKRs is a challenging task. To address the same, you can collaborate with an integrated OKR tool like SuperBeings to automate the OKR adoption and maintenance.
With SuperBeings, you get to —
With performance management becoming a critical part of organizational success, giving effective employee reviews is becoming a crucial part of a manager’s responsibilities. While regular employee performance reviews focus on illustrating the strengths and what worked for employees and the organization at large, there needs to be an equal focus on areas of development in case of poor work performance.
If you look closely, writing negative employee reviews is often considered to be more difficult because the words need to be chosen very carefully. It needs to have a developmental tone rather than a critical one.
As the term suggests, negative employee reviews are reviews delivered to employees who have underperformed and need to be pulled up to the expected levels. It involves a variety of components which include:
To get actionable ideas of how to deal with poor performance issues at work, read this
Writing and delivering negative employee reviews is very important for any organization that seeks to maintain a high level of employee performance. It is critical to ensure that:
When you are writing negative employee performance reviews, you need to be extremely cautious of the words you choose. Using the right words will help the receiver acknowledge and work on the suggested points, while using words that are too harsh or critical can lead to adverse consequences. There are a few reasons which make the choice of words extremely important.
The same review when offered with the right words can be more powerful and have a larger influence.
For instance a statement like ‘you interfere too much in the work of others’ can be seen as a personal attack and may yield a defensive response from the receiver.
However if you frame it in a different manner like ‘if you give others greater autonomy and freedom to work in their own way, you will be able to inspire greater creativity and innovation’, you will be able to put your message across and also help your employees understand how it will make a difference.
Download: Free guided 1:1 meetings template to get personalized meeting recommendations
In addition to being cautious of the words you use, there are a few other tips which you must keep in mind while writing negative performance reviews, including:
While giving negative reviews is difficult, don’t beat around the bush and get straight to the point. However, instead of directly saying what isn’t going well, try adopting the sandwich approach. Start with a positive comment, add areas of improvement and end it with some suggestions and action items.
Example: Tina has an excellent eye for detail and is very dedicated to her work. However, she often misses the deadlines which has led to a delay in 30% of her projects resulting in poor client experience. It would help her performance greatly, if she is able to prioritize her work better and keep an organized calendar for timely delivery. She can consider using the latest project management tools to facilitate better prioritization.
Second, negative employee reviews should focus on the job or the role and not the person specifically. Steer away from using words or phrases which may end up combining performance and personality of the person. Your review should be specific towards performance challenges and not generalize that performance challenge is a personality trait.
Example: Instead of saying, “you are not punctual”, you can say that “I have seen you arrive late for meetings frequently, leaving shorter time for discussions. It would be best if you could be more punctual to respect others' time and make the most effective use of the same.”
When you are writing negative performance reviews, you must focus on the progress and how a change in behavior and attitude can help them in the long run. Simply mentioning what went wrong and the associated process might lead to demotivation.
Example: Some of your work has had grammatical errors in the past, maybe because you were trying to complete a lot at once. I am sure if you prioritize some tasks and create an action plan, your work quality will be better.
Don’t simply give negative employee reviews about the problem area, but back it up with facts and data points. This will help you illustrate a pattern and establish that your review is not based on a single incident. Also, it will make your review more credible and authentic and not just a few words strung together. This will also help you in being very specific.
Example: It has been observed that 40% of your customers claim that you don’t have adequate knowledge of your product, leading to a poor experience.
There might be some performance parameters which are difficult to add quantitative data points to. In such cases, you can offer specific examples of underperformance, especially if it has been repetitive. It is ideal to have at least 2-3 instances of poor performance to make your point stronger.
Example: It has been noticed that in the aspiration to get your work perfect, you end up delaying projects. It was observed in project X with client A, project Y with client B as well as when the internal submission for Z was due.
Pro-tip: Use our free Performance Review Phrases template to get 50+ examples of writing a negative review positively
Once you write the negative employee reviews, you exactly know what you want to say to your employees. However, the way you deliver it also has a big impact on how it is received. To make the process simple, we have compiled a list of some of the best practices to help you deliver a poor performance review in the best way possible:
If you are delivering a negative performance review, it is best to do it in person, or if your team is remote, over a video call. If you deliver it over an email, you cannot be sure of the tone and context in which your words will be read.
It might backfire by being read as more critical than developmental as per the intent. Furthermore, when you are delivering the negative reviews face to face, you can also use your gestures and body language to facilitate authenticity and empathy.
No matter how poor the performance has been, when you are delivering negative employee reviews, you should stay away from yelling or using foul language. Since the focus is on facilitating development for your employee, yelling will only defeat the purpose, making the employee demotivated and pushing them towards even lower levels of confidence and motivation. Furthermore, it will negatively impact your organization from an employer brand perspective. It can also create a negative impact on the wellbeing of your employees.
While delivering the review, you may want to add some personal stories or anecdotes if you have yourself been through something on those lines. This will help you connect better with your employees and make them trust you more. Furthermore, it can enable you to illustrate how they can turn poor performance into something better with a live example in front of them.
Your negative review shouldn’t be a monologue where you deliver what you have written with the employee absorbing it as a passive recipient. Instead, make it a dialogue by putting forward questions to understand the reasons behind poor performance and how you and the organization as a whole can help turn the table. Hearing their side of the story is extremely important before deciding on the next steps.
When you are delivering negative employee reviews, you need to create a safe environment. It should not be harsh and the employee should feel comfortable in receiving what you have to offer. Also, make sure you deliver the review privately and not publicly shame your employee. They should see it as a developmental conversation in a safe environment, where they can also voice their opinions.
Finally, negative employee reviews need to be regular and not come as a surprise to your employees at the end of the year. Regular reviews will give your employees enough room to improve their performance. Furthermore, it will give them a clear picture of what to expect when the year closes.
To learn how SuperBeings can help you have guided conversations around negative performance review with AI recommendations based on performance and goals history as well as maintain a steady cadence to maximize the impact of such conversations, see this
After you have delivered the negative reviews to employees, the natural next step is to create a plan for improvement to help your employees reach the level of performance you expect out of them. This is a critical part of the performance management and talent development process for employees who have been consistently underperforming. Here are a few ways you can help your employees improve their performance.
If you have reached this level of negative employee reviews, you and your employee would be on the same page about their level of performance. Thus, it is best to create a list of action items that can help them improve their performance. To create the next steps, you must:
Next, your focus should not only be on planning the action items, but documenting them as well, because once they are out of sight, they’ll be out of mind. Furthermore, documenting them will help you remember the agreed steps and track progress every now and then.
Clearly document what needs to be achieved, by when and how. It can be a good idea to encourage your team members to constantly document their experience as well to help discuss what has been working well and what needs to improve.
Depending on the performance issue, you may want to introduce a performance improvement plan for your employee. It is a formal tool to address performance challenges which outlines specific goals and expectations along with clear actions that need to be undertaken over a duration of 30-90 days.
For more details on PIP, check out A guide to implementing a performance improvement plan (PIP)
You also must set up a cadence to discuss performance improvements or challenges once the next steps are agreed upon. Unless you connect regularly to discuss the status, you might find yourself at square one at the end of the next performance review period as well.
Depending on what needs to be achieved, you can set a weekly, fortnightly or monthly cadence to connect with your poor performers. While it may be seen as a regular review, it will also act as a reinforcer for them to ensure there is some improvement everytime the cadence to meet comes up.
When you are determining the next steps, it is important to identify the associated metrics as well. For instance, if you want your employee to become more detail oriented, your metric can focus on reduction in errors by a specific percentage over a specific duration of time.
The metrics will help you measure whether or not there has been an improvement in the performance as desired or not. At the same time, the metrics will help your employee move towards a specific goal.
While you have a set cadence, you may also want to check-in or follow up from time to time to make your employee comfortable enough to reach out to you in between your cadence for connecting. The follow ups can be over emails or calls or simple messages to check if everything is on track and to offer them any support whichever is needed. Especially in the beginning, you may need to check from time to time in case there’s any additional support that the employee needs to work on the action items.
Finally, to ensure that your negative employee reviews translate to impact, you must focus on evaluating progress. Use the metrics you defined to gauge the level of progress and document it whenever you evaluate the same. This will help you establish a trend over time.
Furthermore, if you feel the progress is below expectations, try to understand the rationale behind the same to check if putting the employee on a performance improvement plan will make more sense.
By now, you must have gained a clear understanding of how to write, deliver and follow up on negative employee performance reviews constructively. If you are keen to learn how best to connect negative performance issues with regular 1:1 meetings with your team members with technology, book a quick demo with one of our executives. We would love to show you around :)