top of page

How You Might Be Screwing Up Your 1:1 Meetings

Having effective 1:1s is probably one of the most underrated things in a manager’s toolkit and as such, one of the first discussions I have with my coachees.

There are lots of Do-s and Don’t-s, but if I had to get to the core of what makes a 1:1 great, I would say this:

People (regardless of their age, title, experience or expectations) fundamentally want to be heard, understood and appreciated.

Once you embrace this, you will make a conscious effort to listen, focus on the individual, and give the support and direction they need to excel in their job. When the meeting becomes a ToDo-list tracker, you know you got it wrong.

Ok, so how do (mainly inexperienced) managers typically screw things up:

> Make the meeting about you and not the other person - it is their time to share what’s on their mind and not yours to list all the things you need from them.

> Focus on projects and deliverables - it is ok to discuss some, but an effective 1:1 is about stepping back and looking at the big picture of how the person is doing.

> No feedback - people need to know how they are doing and what they can do better. Incorporating feedback as a standard part of the 1:1s makes it less stressful as a discussion point (and best if it’s 2-way so you can learn something too).

> No next steps - as a manager, you want the other person to leave feeling empowered, having clear direction, and actionable feedback.

> No regular catch ups - it’s best practice to have weekly 1:1s (canceling them / moving them around a lot makes the other person feel unimportant).

Recent Posts

See All

The 4 Things You Need To Focus On As A Founder

When you are running a startup, it seems that you can work all the hours of the day, and even that doesn’t feel like enough. Doing tasks most of which won’t matter in the long run anyway because there


bottom of page