Anytime you are preparing to have a one-on-one conversation with a direct-report, you need to ask yourself in advance: What do I need to talk with this person about?

Everybody is different. Some employees you need to talk big picture; you need to talk strategy. Some employees you need to talk through their To-Do list.

Everybody is different. With some employees you need to talk about the project plan. And maybe you need to give that person big goals and big deadlines; big guidelines and parameters; and ask that person to go back to his or her desk and make a project plan. But some employees you need to go through their To-Do list and help them make a check-list.

Some employees you need to talk through exactly what that person is going to do today, step-by-step so you can warn that person of pitfalls. Another person you might talk through what they're going to do that day step-by-step so you can remind him or her of some short-cuts. Everybody is different.

Here's one very simple rule: In EVERY one-on-one conversation with EVERY direct-report, make sure ---before you're done talking to that person--- that you spell out exactly what you want that person to focus on between now and the next time you're going to talk.

BONUS MANAGEMENT BEST PRACTICE
Any employee you manage who answers to multiple bosses will thank you if EVERY TIME YOU GIVE THAT PERSON AN ASSIGNMENT YOU SAY THESE THREE SENTENCES:
- "What are all the other assignments you are currently working on?"
- "Once you accept this assignment from me, make sure your other managers know that you are working on something for me."
- "If ANYTHING else might get in the way of you completing this assignment for me on time, let me know as soon as the obstacle appears."