Guide
Run one-on-ones people actually value
Turn a regular check-in into something useful, instead of a status update nobody needs.
Make it their meeting, not just yours
Let them set part of the agenda. A one-on-one that's entirely you asking for status updates misses most of its value.
Ask how they're doing, and actually listen
Beyond the immediate work, ask about workload, morale, and anything blocking them. This is often the only place that comes up naturally.
Keep a consistent time and don't cancel casually
Frequently rescheduled or skipped one-on-ones send a clear signal about priority, even if that's not the intention.
Follow up on what came up last time
Bringing back a concern they raised previously shows it was actually heard, not just noted and forgotten.
That’s the whole thing.
Keep going
What to read next
- 01
Managing & Retaining Your Team
Give feedback that actually lands
Deliver both praise and correction in a way people can genuinely hear and act on.
- 02
Managing & Retaining Your Team
Build a culture people don't want to leave
Create the everyday conditions that keep good people around, beyond just the paycheck.
- 03
Managing & Retaining Your Team
Handle a difficult team member without letting it fester
Address a recurring performance or attitude problem directly, before it affects the whole team.