Connect and Succeed: Effective 1:1s for Team Leaders

As a manager, one of the most powerful tools at your disposal is the one-on-one (1:1) meeting. However, 1:1s often get a bad rap because they are not always utilized correctly, leading to a stigma that they are not useful to anyone. Instead of canceling them or simply going through the motions, it’s important to flip the script to ensure these sessions are valuable for both parties. At Leader Loop, we believe that the team member, not the manager, should ultimately drive these meetings and their career development. However, the manager must ensure that the information discussed and the time spent enables strong business connection and performance. By setting guardrails and expectations, managers can make these sessions extremely effective and efficient, benefiting both their weekly work needs and the overall team dynamics.

Effective 1:1s provide a space for open communication, personal development, and alignment on goals. They help managers gather key updates to report to other leaders while giving credit to their team. Additionally, discussing key people updates and risks ensures that potential issues are addressed proactively. Here’s why effective 1:1s matter and topic options you can use to make the most out of these meetings.

Why Effective 1:1s Are important:

1. Build Trust and Rapport:
   • Regular 1:1s help you get to know your team members on a personal level. This builds trust and rapport, making it easier to address challenges and celebrate successes.
2. Enhance Communication:
   • These meetings provide a dedicated time for team members to share their thoughts, concerns, and feedback. It ensures important issues don’t get lost in the daily hustle.
3. Focus on Development:
   • 1:1s are a great opportunity to discuss career goals and professional development. You can identify strengths and areas for growth, providing guidance and resources to help your team members succeed.
4. Align on Goals:
   • Use 1:1s to ensure alignment on team and organizational goals. Discuss progress, roadblocks, and strategies to achieve objectives.
5. Boost Morale and Engagement:
   • Regular check-ins show that you value your team members’ input and are invested in their success. This boosts morale and fosters a sense of belonging and engagement.

Different Structures for Effective 1:1s

1. The Standard Check-In

Ideal for: Regular touchpoints with a structured approach.

• Agenda:
  • Quick Personal Check-In: Start with a casual conversation about how they’re doing personally.
  • Work Updates: Discuss current projects, progress, and any roadblocks.
  • Feedback: Provide constructive feedback and ask for theirs as well.
  • Future Plans: Set action items and goals for the next period.
  • People Updates: If you’re managing other managers, discuss any significant people updates or issues within their teams.
  • Key Metrics: Review important metrics and performance indicators relevant to the team’s goals.
  • Development: Periodically talk about career goals and development opportunities. This should not be included weekly. 

2. The Flexible Check-In

Ideal for: Team members with varying workstyles and preferences.

• Agenda:
  • Open-Ended Questions: Allow the team member to lead the conversation with topics they want to discuss.
  • Focused Topics: Based on their input, dive deep into specific areas like project challenges, skill development, or personal aspirations.
  • Feedback Loop: Encourage mutual feedback to enhance performance and working relationships.
  • People Updates: Address any significant people updates or issues that might affect the team.
  • Key Metrics: Discuss relevant metrics and performance indicators.

3. The Development-Driven Check-In

Ideal for: Focused career and skill development discussions.

• Agenda:
  • Strengths and Achievements: Highlight recent successes and strengths.
  • Skill Gaps: Identify areas for improvement and create a development plan.
  • Learning Opportunities: Discuss training, courses, or projects that can help in growth.
  • Long-Term Goals: Align on long-term career aspirations and steps to achieve them.
  • People Updates: For managers, include updates on their team members’ development and any emerging talent.
  • Key Metrics: Review performance metrics related to individual and team development.

4. The Project-Centric Check-In

Ideal for: Teams working on critical projects with tight deadlines.

• Agenda:
  • Project Status: Review the current status of projects and any immediate concerns.
  • Prioritization: Help prioritize tasks and manage workloads.
  • Resource Needs: Identify any resources or support needed to succeed.
  • Next Steps: Outline the next steps and set clear expectations for the upcoming period.
  • People Updates: If applicable, discuss any team changes or issues impacting project delivery.
  • Key Metrics: Go over project-specific metrics and milestones.

5. The Tenure-Specific Check-In

Ideal for: Adapting to the needs of new hires versus seasoned employees.

• For New Hires:
  • Orientation and Integration: Discuss their onboarding experience and any support they need.
  • Early Feedback: Provide initial feedback and discuss their impressions and challenges.
  • Short-Term Goals: Set short-term goals to help them get up to speed.
  • People Updates: Note any integration issues or support needed from the broader team.
  • Key Metrics: Focus on initial performance indicators and early milestones.
• For Experienced Team Members:
  • Advanced Projects: Focus on more complex projects and leadership opportunities.
  • Career Progression: Discuss career progression and potential new roles.
  • Mentorship: Encourage them to take on mentorship roles within the team.
  • People Updates: Review any significant updates about their direct reports or team dynamics.
  • Key Metrics: Analyze metrics related to their ongoing projects and leadership performance.

Tips for Successful 1:1s

• Consistency: Schedule 1:1s regularly and stick to the schedule. Consistency shows commitment.
• Preparation: Come prepared with an agenda, but be flexible to accommodate the team member’s needs.
• Active Listening: Pay full attention, listen actively, and show empathy. Make the team member feel heard and valued.
• Actionable Follow-Ups: End each meeting with clear action items and follow up on them in the next meeting.

The Gist

Effective 1:1s are a cornerstone of strong management. By tailoring your approach to fit different workstyles, personalities, and tenures, you can maximize the impact of these meetings. Use them to build trust, enhance communication, drive development, and align on goals. With the right structure and mindset, your 1:1s can become a powerful tool for leading your team to success.

About Leader Loop: Leader Loop crafts actionable, competency-focused articles to accelerate your career growth. Our expert-written content provides practical strategies for leadership, team management, and professional development. Whether you’re a seasoned manager or an ambitious individual contributor, our articles deliver the insights you need to excel in today’s workplace.