One-on-one meetings are a useful tool for managers and employees alike, and they are a best practice for high-performing teams in all fields. A one-on-one meeting is a confidential meeting designed for conversation, relationship building, goal forward thinking, and continual feedback. Holding these meetings weekly or monthly develops high-quality professional relationships and trust between managers and employees.
Some studies have found that nearly 86% of employees feel that regular one-on-one conversations increase their engagement and productivity. From removing roadblocks to discussing employee growth and development, one-on-one meetings (also called 1-on-1 meetings or one-on-one chats) are a key part of a healthy workplace communication relationship. In this article, you will find actionable tips, a preparation checklist, and meeting agenda templates to support you in getting the most value out of every one-on-one meeting you hold.
A one-on-one meeting is a scheduled, dedicated conversation that involves two people, usually a manager and a direct report, or maybe two people in a peer relationship. One-on-ones happen regularly and on time, with weekly meetings being the best. This gives you a set spot to meet, talk, give feedback, and build a working connection. Importantly, they are also one of the few meeting types that are employee-driven, meaning that the agenda for each meeting will be employee-oriented (thinking about their needs, worries, development, etc).
One-on-One meetings help establish trust with the employee, allow for feedback to be shared, discuss challenges, align on goals, and foster professional development. Atlassian says that one-on-one meetings between managers and staff happen most often once a week. Most of the time, one-on-ones are between a manager and a direct report, but they can be between peers or other working relationships.
The agenda is largely employee-led, allowing employees to share what challenges they're having, what their priorities are, and if they are career-focused, provide an opportunity to discuss their career goals. One-on-one meetings can improve communication, build stronger working relationships, allow easier problem solving, and enhance individual performer and team performances.
A one-on-one meeting should last from 30 minutes to an hour, but the ideal time length depends on the meeting's purpose and the needs of those involved. A short check-in might be quicker, but a deep discussion might require more time. Try to give both talking parties 45 minutes so that you can cover all necessary offline resources, give feedback, and make decisions on next steps.
Approaching a one-on-one meeting with your manager or direct report requires forethought and strategic thinking to make the best use of the scheduled time.
Below are some tips for conducting effective 1-on-1 Meetings in two different ways:
While the benefits of one-on-one meetings can be communicated in two different ways:
1. Better Communication and Feedback: One-on-one meetings provide an environment for employees to discuss their work, issues, and receive individualised feedback from a manager in a private space.
2. Maximising Performance and Productivity: By discussing and resolving roadblocks, clarifying expectations, and setting clear goals, one-on-one meetings help employees stay focused and productive.
3. Higher Engagement and Morale: Regular one-on-one meetings help create a feeling of connection and support, and the more connected and supported, the more engaged and positive the employment experience.
4. Personalised Growth and Development: These meetings can be an opportunity to have focused conversations on career development, skill building, and personalised support, creating a feeling of investment in their future.
5. Enhance Relationship with Manager: Regular one-on-one meetings provide designated time to build relationships and connections with the manager, which will build trust and connection. These interactions also enable open communication, mutual understanding, and alignment on expectations, improving collaboration and long-term growth.
1. Deeper Understanding of the Team's Needs:
Through one-on-one meetings, managers are able to learn about the stressors, motivators, and goals of their individual employees. By doing so, they can identify obstacles that may be hidden from the team, motivate on a personal level, and coach the team member from a stronger vantage point, which will foster better relationships and trust, and positively develop the team's performance as a whole.
2. Better Performance:
Managers promote better performance of their team and performance outcomes by stopping issues at the root, offering timely support, and developing a positive workplace atmosphere. By having regular dialogue, it promotes accountability, collaboration, and ownership. Again, it allows managers to address a away, and allows the employees to stay focused on their roles directed towards productivity.
3. Improves Goal Setting and Alignment:
One-on-Ones serve as a platform for managers and employees to set goals individually to achieve both team and company objectives, all while ensuring they align with the company's vision. This promotes clarity, support, and motivation, and clearly outlines how each member fits into the overall business success.
4. Develop Leadership Capacity:
The regular occurrence of One-on-Ones also allows for the development of a manager's communication, feedback, and coaching skills, and growth as a leader. By being active listeners, asking good questions, and providing constructive feedback, managers develop as leaders who encourage, empower, and help elevate the performance of the team.
5. Higher Employee Retention:
When utilising One-on-Ones to demonstrate investment in employee development and growth, an increase in job satisfaction and a decrease in attrition is seen. Ongoing support develops loyalty and trust with employee relationships while assuring employees that they have career path opportunities with the organisation, contributing to developing a positive work culture in which employees feel valued and want to stay.
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