Make the Most of Your One-on-One Meetings

Few organizations provide strong guidance or training for managers on meeting individually with their employees, but the author's research shows that managers who don't hold these meetings frequently enough or who manage them poorly risk leaving their team members disconnected, both functionally and emotionally. When the meetings are done well, they can make a team's day-to-day activities more efficient and better, build trust and psychological safety, and improve employees' experience, motivation, and engagement at work. The author has found that although there's no one-size-fits-all approach to one-on-ones, they are most successful when the meeting is dominated by topics of importance to the direct report rather than issues that are top of mind for the manager. Managers should focus on making sure the meetings take place, creating space for genuine conversation, asking good questions, offering support, and helping team members get what they need to thrive in both their short-term performance and their long-term growth.

Automated summary

Research shows that managers often lack guidance and training on one-on-one meetings with their employees. Insufficient frequency or poor management of these meetings can lead to team members feeling disconnected. However, when conducted effectively, these meetings can improve team efficiency, build trust, and enhance employee experience and motivation. Successful one-on-ones are characterized by a focus on the direct report's concerns, ensuring the meetings take place, creating a space for genuine conversation, and providing support.