Empowering your employees:
You should expect your employees to complete the same level of preparation that you complete for their one on one feedback meetings; if your employee turns up unprepared you should reschedule the one on one session.
In the one on one ask your employee to present to you a summary of their performance. Let them do 90% of the talking; you can interrupt anytime to give positive feedback.
In a one on one you can give positive feedback on how well the employee
- prepared for the session
- presented their performance
- took on feedback and developed an action plan
As well as giving positive feedback on the employee performance. A one on one is the ideal time to give level 3 associative praise.