"You spend so much time finding great people, it’s worth it to help them grow to be the best they can be."

— Justin Rosenstein, Co-Founder, Asana

Why One-on-Ones Matter

In a collaborative work environment, it's easy to overlook dedicated time for meaningful check-ins. One-on-ones provide a structured yet flexible space for open conversations between managers and their direct reports. Unlike status updates, these meetings focus on coaching, mentorship, feedback, and personal growth.

How to Run a Great One-on-One

• Prepare: Both manager and employee should jot down key discussion points in advance. Compare lists and prioritize topics.
• Balance Structure & Flexibility: Have a loose agenda, but be open to organic discussions. Keep the conversation on track while allowing room for exploration.
• Focus on the Employee: This is their time to share concerns, challenges, wins, and goals. Aim to be the kind of leader they seek out for guidance.

Scheduling

Make one-on-ones a recurring calendar event, ideally at least once a month. Reschedule if needed, but prioritize consistency.

Agenda Suggestions

• Recent work highlights and challenges
• Feedback quality and areas for improvement
• Career growth and plans
• Personal well-being (if comfortable)
• Follow-ups from past discussions

Best Practices

• Listen actively: Ask thoughtful questions, clarify points, and show genuine interest.
• Take notes: Track progress and revisit previous topics for deeper discussions.
• Follow up: If action is needed, check in on resolutions and support your team member’s preferred approach.

A great one-on-one fosters trust, engagement, and continuous growth. Make the most of this valuable time!