How to Run an Effective 1-on-1 Meeting
The Purpose of the 1-on-1
Too many managers waste 1-on-1s on status updates that could have been an email. A proper 1-on-1 is dedicated to the employee's development, removing roadblocks, and strengthening the relationship between manager and report.
Frequency and Structure
Weekly or bi-weekly is the standard for growth. Recommended Agenda:
- Personal check-in (5 minutes)
- Current priorities and blockers (15 minutes)
- Career development and feedback (20 minutes)
- Action items (5 minutes)
Common Mistakes
Don't cancel them frequently. When you cancel, you tell the employee that their growth is less important than your other work. Furthermore, keep the conversation focused on them. If you spend the whole time talking about your own projects, you've missed the mark.
Making Them a Retention Tool
Use these meetings to ask, 'What is one thing that has been frustrating you lately?' and 'Where do you want to be in your career a year from now?' By consistently acting on these answers, you show employees that they are valued, which is the ultimate key to long-term retention.