Why Regular 1-1s Are Your Secret Weapon for a High-Performing Team

In the chaotic business world, it's all too easy for consistent, meaningful communication with your team to fall by the wayside. You're busy, they're busy, and before you know it, weeks turn into months without a proper chat beyond "how's that report coming along?". 

If you want an engaged, dedicated team that actually enjoys their work, you need to start investing in regular, quality 1-1 meetings.

You might be thinking, "But I chat to my team all the time! We have stand-ups, and I'm always on Slack." Informal communication is great, it's often not enough. There's a stark difference between a quick catch-up and a dedicated 1-1.

Diary of a Career Coach

I have it on good authority that many managers are not communicating or managing their teams properly. During my time as a Career Coach to unfulfilled and disengaged corporate professionals, I heard so many horror stories...

“I never hear from my boss, I don’t think he even knows what I do”

“My boss is so toxic, I get barked at daily, she's so disrespectful”

“I have been with the business for 3 years and never had a sit-down 1-1 with my manager” 

I was genuinely shocked each time I heard a statement like this because this is managing people 101! 

Every employee should get frequent dedicated time with their manager because otherwise, how can you deal with performance issues? How can you spot if someone isn’t okay? How can you keep people informed with important company updates? How do you keep people engaged with the company's mission?

Well, I guess we know why Europe has the lowest employee engagement rate in the world…

What a 1-to-1 Meeting is NOT:

If you’ve never had a 1-1 session or done one with an employee, you might be wondering what it involves. Let's start by explaining what a 1-1 session is not. 

A five-minute phone chat. "Just calling to check in, anything urgent?"

No. That's a quick query, not a proper 1-to-1.

An instant message. "Do you need anything?"

Again, helpful for immediate tasks, useless for building rapport.

A chance to micromanage their work.

If you're using this time to scrutinise every minor detail of their tasks, you're missing the point entirely and likely fostering resentment.

Solely a KPI and targets check-in.

While performance is part of the broader picture, if this is all you're discussing, you're failing to see the human behind the numbers.

What a 1-to-1 Meeting ACTUALLY Is:

This is where the magic happens. A proper 1-to-1 is:

A dedicated, distraction-free time. Put your phone away. Close your laptop (or extra tabs) unless you collaborate on something. Yes, you’re busy, but this is important, so give them your undivided attention.

An opportunity to build trust and rapport. This isn't just about work; it's about building a relationship. People perform better for managers they trust and feel connected to, so the more you know about your staff, their lives/families, the more you can connect. 

A safe and supportive space. They need to feel comfortable being honest with you about challenges, concerns, and even aspirations. If they fear judgment, they'll clam up. Focus on asking questions rather than giving your opinion.

More than just a work chat. Not everyone feels comfortable talking about topics outside of the role, but if you can, you should be discussing their wellbeing, their professional growth, and anything impacting their ability to do their best work. This doesn’t mean you can or should do anything about it FYI. Outside problems are not your problems but knowing why your employee is struggling with sleep, like a newborn baby or a recent move, can help you understand their performance at work better.

It's about THEM, not you. Yes, you can ask for feedback on your performance at the end, but the majority of the time, you should focus on their needs and experiences.

Key Questions to Ask and Discuss:

So now you understand what a 1-1 is and isn't, here are some questions to get those conversations flowing:

"How are you, really?" Go beyond the polite superficiality. Show genuine interest.

"How's life outside of work? Anything interesting happening with family or hobbies?" This shows you see them as a whole person, not just a cog in the machine.

"What's going well at work right now? What are you enjoying?" Reinforce the positives.

"Is anything bothering you, or are you struggling with anything?" Create an opening for them to voice concerns. Remember, an alarming statistic shows that over 70% of managers actively avoid having difficult conversations. Don't be one of them.

"Is anything preventing you from getting your work done effectively?" This question can uncover process issues or roadblocks you may not be aware of.

"Are you seeking a promotion or a move within the company, or are you happy in your current role?" Understand their ambitions, or lack thereof.

"Are you concerned about anything coming up, either in work or personally?" Proactive support is always better than reactive damage control.

"Do you need any additional support from me?" This is your opportunity to offer help and resources.

"What are you looking forward to, either at work or in your personal life?" End on a positive note, looking ahead.

"Is there any feedback for me? Anything I could do to support you better?" This demonstrates humility and a commitment to your own development as a leader.

And finally, finish off with your updates.

"I have noticed recently X with your work. A key focus for the next few weeks is Y, because..." While you should be giving people in the moment feedback, a 1-1 is also your opportunity to highlight anything they have done wrong or can improve.

"There have been some changes to X,Y,Z, just so you're aware" - Keep them informed with company updates and things that impact their role

The Bottom Line

The stronger the relationship between you and your employees, the better the outcomes for everyone. When your team members feel valued and supported, they are:

• More likely to feel engaged and fulfilled in their roles.
• More dedicated to you and the business.
• Less likely to leave, even when other opportunities arise.
• More confident in their abilities, knowing you have their back.

Regularly scheduled 1-1s are not just a nice-to-have; they're a non-negotiable for building resilient, high-performing teams and cultivating a positive working environment.

So, are you doing regular 1-1s with your team members? If not, what's stopping you?

Do you have a question about this? My inbox is open to you!

Don't forget to check out www.thefractionalagency.com