What is a 1:1? What makes them so important?
Dedicated time between an employee and their manager for focused discussion.
Given our fast paced environment, we rarely slow down to truly communicate with each other. 1:1s are a powerful time for exchanging feedback, resetting priorities, understanding wellbeing, providing important context, reviewing blockers and providing thought partnership. 1:1s are the cornerstone for development, productivity, accountability, connection and sustainability.
The initiative is on you
- Schedule: It’s your responsibility to have recurring 1:1 events scheduled in your calendar with each of your direct reports
- Track outcomes: At the end of 1:1s agreements and actions are clarified in writing (this is commonly done by the direct report)
- Drive growth and well-being: use the materials in this guide to make the most out of your time between your and your people ****
1:1 Best Practice
The best approach to a 1:1 is the one that you and your employee align on and commit to. Design your 1:1s in partnership with your direct reports to get the most out of your meeting. Here are a few tips to keep in mind:
- Schedule recurring time (25min weekly or 50min bi-weekly).
- Optimize for deep human connection and be mindful of how technology can get in the way.
- Meet over video when employee is remote.
- Don’t cancel. If you have to, always reschedule.
- Align on expectations for the time with your direct report. They might include:
- Personal check In
- Exchange feedback
- Progress on goals
- Reset priorities
- Surface blockers
- Career conversations
- Share important context
- Employee drives the agenda and captures action items + feedback in shared doc.
- The manager listens, asks questions, provides feedback and shares insights.
Planning recurring 1:1s
The following pointers should help you get started well on your 1:1s:
- Invite each of your reports to a recurring 1:1 calendar event
The frequency will vary, but 50-minute biweekly meetings are generally considered optimal.