Great managers like you know that one-on-ones are vital for employees to be successful. But how can you make the most of these meetings?

1. To Better One-on-One
Meetings With Your
Direct Reports
10 Tips

2. Great managers like you know that one-
on-ones are vital for employees to be
successful.
But how can you make the most of
these meetings?

3. Why Have Them?
One-on-ones have three purposes:
1. Relationship building
2. Offering support
3. Team alignment

4. Here are 10 expert tips to have
meaningful one-on-ones…

5. A cancelled one-on-one can lead to:
Tip #1: Don’t Skip ‘Em
A flooded inbox. Emails back and forth are inefficient and
can end up costing managers even more time than
meeting face to face.
1.

6. A cancelled one-on-one can lead to:
Tip #1: Don’t Skip ‘Em
Lingering employees outside your door. When emails go
unanswered, employees will wait to ambush you during
your walk to the bathroom. And that’s not productive for
either of you.
2.

7. A cancelled one-on-one can lead to:
Tip #1: Don’t Skip ‘Em
The employee moving forward without adequate guidance.
This can lead to a mess that has to be cleaned up later –
leading to more wasted time.
3.

8. But most importantly when you cancel, you are sending the
message that the employee is not a priority, which can
deteriorate the relationship and team morale.
Tip #1: Don’t Skip ‘Em

9. Request updates on action items before the
meeting.
This way the meeting can be spent on resolving
issues, instead of getting up to speed.
Tip #2: Come Prepared

10. When employees set the agenda they will
reflect on their progress, their challenges,
and how they’re feeling. As a result, they
will come more prepared to the meeting.
Tip #3: Let The Employee Set
The Agenda

11. Be direct and ask ahead of time,
“How are you feeling?”
Some employees will open up and share, but others may
be more reluctant. Gently probing questions will help you
get to the heart of the matter.
Tip #4: Listen, Then Speak

12. Questions To Ask
“What challenges are
you facing?"
“Is there anything you need
from me?”
“How are you feeling
about your workload?"
“Anything in your work
that’s less than
stellar/causing frustration
or delays?
Bonus Download: Get 70 employee questions in a PDF!
15five.com/blog/employee-feedback-questions-ebook/

13. A one-on-one meeting is not a status update meeting.
It’s a discussion to make sure the employee is happy,
productive, and to uncover personal and professional
challenges.
Tip #5: It’s Not a Status Update

14. A regular cadence ensures that you
always have the pulse of your team.
This will create open and regular communication, which builds
trust between the you and your employees.
Tip #6: Schedule It Weekly
or Bi-weekly

15. Set the container for each meeting so that people can show up
with their best thinking. That way, what you discuss will lead
to high performance.
Tip #7: Create The Space

16. Tip #7: Create The Space
“Be aware of, and responsible for, your
impact. Hold [the employee] as
magnificent. Intend for them to shine. And
they will step into that.”
- Anese Cavanaugh, Author of Contagious Culture

17. Occasionally, get outside and do your one-on-
ones while walking.
Tip #8: Go For A Walk
Walking improves your
mood and ability to
handle stress at work.
It also makes it
easier to discuss
tough topics.

18. Take notes about the discussion points and action plan.
Refer to your notes from the previous meeting before the
next one-on-one.
If there is action to be taken after the meeting, do it
immediately or list out a clear path.
Tip #9: Wrap-Up & Document

19. All one-on-ones are different, and you should do what
works best for you and your employee.
A manageable one-on-one is 30 minutes each week, or 45
minutes bi-weekly.
Tip #10: Manage The Time

20. A 45-minute meeting structure to follow is:
Tip #10: Manage The Time
• 15 minutes: Topics from your employee’s agenda
• 15 minutes: Provide feedback and discuss solutions
• 10 minutes: Discuss progress towards goals and long-term concerns
• 5 minutes: Wrap up and next steps

21. The Great eBook of Employee Questions
Questions you need to be asking your
employees. Used by thought leaders,
entrepreneurs, and 15Five customers
to create success with their teams.
70
Free Download at:
15five.com/blog/employee-feedback-
questions-ebook/