The one-to-one work dialogue at UiO
- In its personnel policy platform, UiO emphasises systematic follow-up of the individual employee through, among other things, regular one-to-one work dialogues. The purpose of the one-to-one work dialogue is to create a better basis for accomplishments and a good working environment.
- The one-to-one work dialogue deals with the work situation and should be used as a tool for planning and development. The ambition is to promote mutual trust and openness, good communication and good collaboration so that the individual is best able to perform their tasks.
- The one-to-one work dialogue is an opportunity to review all aspects of the employment relationship. It is about clarifying expectations, agreeing on goals and at the same time giving feedback and looking at cooperation. It is also important to talk about the employee's further development and how the one-to-one work dialogue will be followed up.
- There is no set procedure for how one-to-one work dialogues are carried out. The one-to-one work dialogue is a supplement to the ongoing dialogue between the employee and the manager.
- The dialogue is conducted with the immediate manager with responsibility for personnel or the person to whom the immediate manager has delegated the responsibility.
Preparations for the one-to-one work dialogue
Prior to the dialogue, you should think about which issues you want to raise with your manager. It is recommended that you go through UiO's form for the one-to-one work dialogue and note down any questions/comments you may have.There are separate dialogue forms for academic staff (word), research fellows (word) and technical and administrative staff (word), respectively.
The forms contain relatively few standardised questions for each topic. Therefore, it may be a good idea to review the more comprehensive sample questions for each topic in the section below and note the ones that seem most appropriate and inspiring for the upcoming conversation. The sample questions are also collected on a separate webpage.
How a one-to-one work dialogue is conducted
A one-to-one work dialogue usually lasts 1-2 hours and will be conducted in a place that is sheltered from interference. Your manager will invite you to the dialogue well in advance so you have time to prepare. During the dialogue, you and your manager will discuss the following topics:
1. Follow-up and the conclusion of the previous one-to-one work dialogue
If you have had a one-to-one work dialogue with your manager before, it is natural to look at what has happened in the meantime. Proceed from the conclusions you agreed on at the previous one-to-one work dialogue. When the employee talks about his or her tasks, you can also add feedback on the employees contributions to the goals of the department/unit. You should prepare to evaluate your own efforts. You can also expect the manager to give feedback in relation to the goals and tasks of the department/unit.
Examples of questions
- What did you agree on at the previous one-to-one work dialogue and what has been achieved in relation to this?
- What has not been achieved?
- Why?
- How do you view your own efforts over the past year?
2. Tasks
Talk about your tasks as well as their prioritisation, and discuss any wishes for a change of tasks. View the tasks in light of the department's, faculty's or division's goals. Discuss each individual task so that you achieve a common understanding. What are important/less important tasks? How can the work be carried out in the best possible way? More in-depth feedback can be given from the manager.
Examples of questions
- How do you see your work area and your tasks in the context of your department's/organisation's goals?
- Are you satisfied with your duties, responsibilities and authority?
- Alternatively: Do you want it to be clearer?
- In what areas can you do a better job? Are there any special circumstances that are preventing you from doing this?
- To what extent are you satisfied with your own efforts?
- What are you most