Not a manager? How to leverage the 1:1 to get what you wantġ:1s are your time to express to your manager what’s on your mind, brainstorm ideas, and communicate your future goals. Do you feel you’re successfully progressing through these blocks of time? If not, iterate your process as needed.
Respect them as a person, not just a performer of tasks treat them as a peerĬheck in with your reports and yourself every few weeks to see how your 1:1s are going. Here are some tactics to ensure you create a space of trust:ĭisclose your weaknesses, places where you’ve stumbledīe unconditionally on their side/team, even (and especially) when giving them blunt feedback about opportunities for growth Uncover what they’re excited about, how you can mentor them to be successful, and unblock them to do their best work. Once you’ve fully heard them, help be a facilitator of solutions. An important aspect of being a manager is to make sure your employees feel heard, safe, and empowered. Most importantly, listen to what’s being said. These meetings are primarily for the employee and their participation is vital. The most important element in a successful 1:1 is creating a space where individuals feel comfortable to discuss the issues and concerns on their mind. In fact, many factors dictate the best way to structure your meetings for success including the emotional needs of those you manage, your relationship, and the team member’s experience level. Figure out which works best for you and build out your schedule to give back the most to your reports. A benefit of having meetings on the same day is setting yourself up to find linkages between what is going on with your team. Some managers prefer to have a day dedicated to 1:1s while others sprinkle their meetings throughout the week to ensure maximum mental presence. Don’t feel confined to a conference room: suggest getting out of the office for a walk or grabbing a coffee.
To ensure you stick to a schedule, set aside 30 to 60 minutes on a weekly or bi-weekly basis with each of your team members. But manager schedules are often inundated with meetings so it can be difficult to find a dedicated time and space for the 1:1. Regular check-ins stop larger issues from festering, allow for immediate and regular feedback and promote open communication. Managers: Making time in your calendarġ:1s are a time to make sure you and your team are aligned. The 1:1 goes beyond an open door policy and dedicates time on a regular cadence for teammates and leaders to connect and communicate. Unlike status reports or tactical meetings, the 1:1 meeting is a place for coaching, mentorship, giving context, or even venting. A 1:1 is a dedicated space on the calendar and in your mental map for open-ended and anticipated conversation between a manager and an employee.
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