Weekly one-on-one meetings between managers and their direct reports can be mutually advantageous, especially when they create space for feedback that flows in both directions. But one-on-ones can become cumbersome, or even redundant, in the face of nearly constant contact via modern workplace collaboration tools. When that’s the case, a new analysis from Bloomberg suggests there may be better alternatives, like daily rapport-building, on-the-spot feedback, and an open-door policy for any impromptu issues that arise.
The most important thing people get wrong about 1:1s is this: It's the employee's meeting, not the manager's. The employee should drive the meeting. The employee should bring up what's important. It's a key opportunity to show what they are doing well and ask about paths to promotions, raises, and opportunities. Likewise, if the employee doesn't feel the need to hold a 1:1 every week, it's on them to cancel. And the meeting could be just 15 or 11, or 8 minutes long. 30-60 minutes is an equally arbitrary amount of time.
It really depends! I enjoy working with my manager, so any chance for FaceTime (ehh… Teams time?) is great. It helps move deliverables along and knock down obstacles. Most importantly, it’s another chance for some mentorship.
Which is why the idea of removing 1:1s (and “unbossing”) sounds pretty scary to me! Especially in a world where people are working remotely or hybrid and the an increased sense of feeling siloed / or on an island by yourself.
"We do 1:1s, but they're more like status updates." 🙄
If this sounds familiar, you're missing the powerful impact these conversations can have on performance, culture, and business results.
What makes a 1:1 effective rather than just a checkbox exercise?
✨ Create space for two-way dialogue
Allow your team member to bring topics, not just respond to your questions.
✨ Move status updates elsewhere
Use systems, tools, and trackers for project updates so you don't waste precious 1:1 time on information that could be shared asynchronously.
✨ Check in on challenges and support
Ask: "Is there anything you need from me?" and listen to the answer.
✨ Build relationships and rapport
These conversations are your chance to understand what motivates each team member and how they're really doing.
✨ Follow up on previous feedback
If you've given feedback since the last meeting, check in on progress rather than letting it disappear.
One question every manager should ask in their 1:1s: "Have you got any feedback for me?" When managers model openness to feedback, it transforms team culture.
Regular, meaningful conversations prevent small issues from becoming big problems and accelerate development in ways that formal processes never will.