Our survey of over 1,000 managers and employees reveals that while both managers and employees agree that one-on-one meetings are incredibly important, they disagree on how well they’re being done. To download the full report, go to: http://info.soapboxhq.com/one-on-one-study

1. soapboxhq.com/goodtalk
WE ASKED MORE THAN 1,000
MANAGERS AND EMPLOYEES
ABOUT THEIR EXPERIENCES
WITH ONE-ON-ONES
THE STATE OF
ONE-ON-ONES
2017

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soapboxhq.com/goodtalk
72% OF MANAGERS INDICATED ONE-ON-ONES WERE
THE, OR ONE OF THE MOST IMPORTANT THINGS
THEY DO TO MANAGE THE PERFORMANCE OF
THEIR TEAMS
SCALE OF IMPORTANCE
70% OF MANAGERS & 53% OF EMPLOYEES
scored one-on-ones as an 8, 9 or 10 on a scale of 1-10 in terms of importance
THE MAJORITY OF MANAGERS AND EMPLOYEES AGREE
THAT ONE-ON-ONES ARE IMPORTANT TO THEM AND
THE PERFORMANCE OF THE TEAM

3. soapboxhq.com/goodtalk
of managers
that felt employees
left their one-on-ones
more motivated75%
of employees
that said they left
one-on-ones
more motivated58%
employees said they left
one-on-ones less motivated
than managers believed
IS YOUR EMPLOYEE
LESS MOTIVATED?
IS YOUR EMPLOYEE
MORE MOTIVATED?
4X AS MANY
AS A MANAGER, YOU MAY NOT REALLY KNOW
HOW A ONE-ON-ONE IS GOING.

4. soapboxhq.com/goodtalk
because they help me
be successful in my role
because I leave feeling
more positive
because I feel closer
to my manager, team
and / or organization
because I have an
opportunity to provide
feedback and feel
listened to
50%
30%
11%
9%
If I have an issue that can be resolved it usually is!
We will at least outline a plan to resolve it.
Sometimes it helps to hear another perspective
and to know that you are on the right track, which
leaves you feeling more accomplished and ready
to keep going.
I know I am helping
the company.
I feel as if I am
being heard.
WHY EMPLOYEES FEEL MORE
MOTIVATED AFTER A ONE-ON-ONE

5. soapboxhq.com/goodtalk
Two-way communication,
both participating,
active listening
Accomplishing something
in the meeting like
having an issue resolved
Having the employee
leave feeling positive,
motivated, and happy
Having a safe
environment for open,
honest communication
Having a plan and
clear action items
23% 7%
13% 12%
11% 9%
0% 15%
6% 10%
MANAGERS EMPLOYEESTOP RESPONSES
Current questions /issues
resolved.
They leave with a clear
purpose, feeling excited
and appreciated.
We both contribute.
Leaving with a sense
of accomplishment.
Honest talk about some of
the successes and hurdles
that are currently being
experienced and discussion
on productive ways to move
forward on the challenges/
hurdles.
Walking away with a clear idea
of what’s next.
WHAT’S THE SIGN OF A GOOD ONE-ON-ONE?

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MANAGERS EMPLOYEESTOP RESPONSES
37% 20%
36% 46%
18% 20%
An opportunity to be more
candid and build a better
relationship
One-on-ones provide a
another context to allow for
a different type of discussion
A more efficient or
effective way to give and
receive information
A chance to be candid about
initiatives and not worry
about others listening in
on the conversation.
Good chance to connect and
discuss people related issues,
individual development, new ideas -
the items that we don't get to in
tactical day to day meetings.
Chance to talk in less chaotic environment with
more focus. Chance to better understand concerns.
WHY DO MANAGERS AND EMPLOYEES LIKE ONE-ON-ONES?

7. MANAGERS EMPLOYEESTOP RESPONSES
soapboxhq.com/goodtalk
Confrontational, defensive,
negative attitude
No agenda
leading to a lack of dialogue
No clear point
or outcome to the meeting
Feeling frustrated, stressed,
or misunderstood
If the conversation was
unbalanced (all negative
or one-sided)
19% 8%
16% 5%
16% 15%
11% 14%
15% 13%
Leaving the office
feeling like I just
wasted my time.
We leave feeling
frustrated.
Negative feedback
only.
Lack of participation; apathy.
When there is nothing to
discuss and the meeting
ends in 15 minutes.
Waste of time, nothing comes
out of it, holding a meeting for
the sake of holding a meeting.
WHAT’S THE SIGN OF A BAD ONE-ON-ONE?

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Micro managing.
Because I usually come out of meetings
with her feeling stressed out, angry,
confused, or beaten down. I feel like
she doesn't believe in me, and never
recognizes me for my hard work, so
I am very unmotivated to work for her.
They are unfocused and
I always think of the work
I could have accomplished
in that time.
SAMPLE RESPONSES OF WHY EMPLOYEES FEEL
DEMOTIVATED AFTER A ONE-ON-ONE

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15%
14%
13%
How much time it takes
Awkward conversations,
stressful
Negative interactions
Getting advice that
isn’t helpful
27%
12%
4%
0%
15%
MANAGERS EMPLOYEESTOP RESPONSES
Sometimes it can be awkward.
People can be
unnecessarily
defensive.
Finding the time to do them. They are time consuming and often
times repetitive, not shedding any
new light on things.
Hate being put on the spot;
don't see the point.
My manager is not great with offering suggestions,
many times I need to find my own answers.
That is frustrating.
WHAT MANAGERS AND EMPLOYEES DON’T LIKE
ABOUT ONE-ON-ONES

10. soapboxhq.com/goodtalk
#1response from managers was that:
Adding an agenda;
Having a better agenda; and
Coming to the meeting better prepared;
would improve their one-on-ones
Would like to have more time to prepare
for them & make sure all needed items
are covered.
Have employees come prepared with topics
and things they want assistance with.
Agenda ahead
of time.
WHAT’S THE BEST WAY TO IMPROVE ONE-ON-ONES?