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Why 1:1’s are important
- Making time for an individual says you give a damn about them as a person.
- The 1:1 is the only forum where you can have an honest, private, conversation with each other about what’s really going on.
- This is a routine opportunity for you, as a manager, to assess the parts (your employees) that lead to the productive whole (your team).
- Constructive 1:1s throughout the year makes performance reviews a breeze. With routine 1:1s, review time can be more about goals and the year ahead instead of constructive feedback from the past.
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Set expectations
- If this is a new process you are putting in place at your company/in your team, be transparent about it.
- Be clear that you do this with all employees who work directly for you.
- Book a regular cadence of 1:1s. They should not be ad-hoc. It’s ok to skip one every once and awhile, but having it locked into the calendar is a commitment.
- Decide the best cadence with them (weekly or every other week? 30 minutes or an hour?) and what the format should be.
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The agenda
- Topics in a 1:1 should be about professional growth, personal connection and for giving each other feedback. Do not use the meeting to re-hash things from a group meeting, unless there are specific things you took off-line in that meeting or need to provide/get constructive feedback.
- 24 hours or so before the meeting, email the employee a list of what you’d like to cover. Try to do a split between strategic, tactical and personal items and always ask your employee what they want to cover too.
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The 1:1 meeting
- Walk through the agenda. Ask if there’s anything else to add before you dig in.
- If there are hard things to discuss , try to bookend it with 2 positive topics. That way, the close of the meeting doesn’t leave your employee feeling down.
- Do not monopolize the conversation. This is for you each to get time to talk.
- Always end the meeting asking them how things are going overall and if there is anything else you can do to make them successful.
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After the meeting
It is important to always follow up any 1:1 with notes on what was discussed, decisions made and, if relevant, any constructive feedback that will be measured going forward. Keep it short and sweet.
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