If you’ve ever wondered what to even say in your meetings to make them as effective or engaging as possible, or you’ve been tempted (or guilty of) canceling them in the past… this is for you. 

In theory, 1:1 meetings are a chance for managers and employees to have an open, honest conversation about how they’re feeling, and how they view their positions within the company. If used correctly 1:1s can be one of the single most important tools a manager has at their disposal to help boost the performance and morale of their team. 

Unfortunately, 1:1s can also be… agonizing. Awkward. Unproductive. And a downright waste of time for both parties if they aren’t handled with care. Ugh. Brutal. Nothing worse than a meeting that could have been an email… except a meeting that couldn't have even been an email. Am I right? 

Today, we’re exploring common mistakes I see managers make when it comes to implementing 1:1 meetings, as well as what to do instead to have the most effective 1:1 with your employees or direct reports as possible.

Why you shouldn’t cancel your 1:1 meetings

With everything managers have going on, it can be tempting to cancel 1:1s for a number of reasons. However, consistent 1:1 meetings are a key ingredient in building connection, trust, and stability with you and your team. When communication is expected, team members will be open and transparent about their needs and wants–allowing you as a manager to take a more active role in the lives of your direct reports, including giving them opportunities to grow their personal and professional careers in the direction they want to move in.

We’ve been asked before whether 1:1 meetings are productive, or a waste of time– so add that Leadology fan favorite to your reading list if you’re still wondering the same.

3 tips to having effective 1:1 meetings

Clearly, we’re fans of valuable and consistent 1:1 meetings. So in that spirit, we wanted to bring you some simple ways to bring more joy and effortless communication into your next touchbase.

1. Win, Priority, Block
   As a leader, your number one job is to remove obstacles. Asking your direct report for a win, priority, and a block can help you quickly understand what your team member might be missing in order to succeed. No fancy agenda needed.
   

2. Role Model Learning
   According to a recent LinkedIn report, 54% of employees would focus on their own learning and development if they had more guidance from their managers on development. So why not dedicate a portion of your 1:1 time to share what you’re currently learning in your role, whether that’s a great webinar you recently attended or an article you read that you think could be helpful and relevant.
   

3. Avoid Yes or No Questions
   Open up the conversation by avoiding close-ended questions. Instead, try the 2+2 approach in which you ask your direct report to share two things that are going well and two things that could be going better. We love this framework because it has enough structure to get the conversation going, but is open-ended enough to allow your dialogue to flow naturally.

Continue your learning and development on difficult conversations, giving feedback, and so much more with Leadology

1:1s are some of the most valuable tools we have for spurring employee satisfaction and performance. And yet, so often managers don’t have the tools and techniques they need to make the most of them. In our management training program Activate, we’ll provide the support you need to help better unleash the power of 1:1s - as well as the potential of your team.

To winning 1:1s, 

- Carrie & Team Leadology