Running Effective 1:1s

When 1:1s Miss the Mark

For many managers, 1:1 meetings become status updates—or worse, calendar clutter. But when done right, they’re one of the most powerful tools you have to build trust, uncover roadblocks, and develop your people. If your 1:1s feel like a chore, it’s time to rethink the structure.

The Cost of Casual Check-ins

Managers often say, “I check in with my team all the time.” That’s good—but it’s not the same as a well-prepared 1:1. Without structure, these meetings lose focus, become reactive, and often miss the deeper conversations that lead to real progress or growth. The result? Frustration, misalignment, and missed opportunities.

How to Turn 1:1s Into a Manager’s Superpower

• Prepare an agenda, but make it flexible. Ask your direct report to add their own items.

• Make it about them. Their priorities, blockers, feedback, and development—not just project status.

• Use a consistent cadence. Weekly or bi-weekly is best. Canceling sends the wrong message.

• Take notes and follow up. What gets written down gets remembered—and acted on.

• Go beyond work. Talk about long-term goals, motivation, and wellbeing too.

A Real-World Shift

A manager I coached switched from using 1:1s as task reviews to career conversations. Within a month, one team member opened up about a desire to switch roles, another suggested a process improvement, and the third asked for a mentorship opportunity. The manager told me, “It changed everything—I finally felt like I was leading, not just managing.”

Make It Count

Your 1:1s are sacred time. Protect them, plan for them, and use them intentionally. Done well, they’re where engagement is built, retention risks surface, and leadership happens.