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Why 1:1s Are Critical for Team Engagement and Success
Organizational psychologist and author Steven Rogelberg delivers key takeaways on why 1:1 meetings are the key to building team success — and why they should never be replaced by an email.
During the COVID-19 pandemic, workers felt that they had lost something. It wasn’t the routine of working in an office space, but rather the meaningful connections with their coworkers — especially their managers — that served as the key to their engagement and success at work. An ideal vehicle for this connection is the one-on-one (1:1) meeting between a manager and their people.
1:1s are meetings orchestrated by the manager, but focused on the needs and priorities of the direct report. More specifically, 1:1s are scheduled and recurring meetings between a manager and their direct reports to delve into what’s most important to the direct. This could include topics such as well-being, challenges, priorities, role clarity, alignment, personal growth, and career planning. They provide an opportunity for managers to understand their team members’ immediate needs, long-term goals, and aspirations.
Given this definition, 1:1s are not:
- An impromptu meeting to tackle unforeseen issues.
- A meeting to solely provide directs with a list of tasks.
- A meeting intended to admonish your direct.
- A meeting where the focus is micromanagement.
Why They Need to Be Done:
Getting to know your people and engaging with them on a regular basis is the foundation of building relationships with your team.1:1s open the door to this by providing a space to foster connection, to learn about each other, and to promote trust. By doing so, 1:1s can lead to a variety of positive outcomes for your directs, such as:
Employee Engagement
The relationship between 1:1s and employee engagement has been demonstrated across numerous studies and settings. For example, Gallup investigated the engagement levels of 2.5 million teams managed by leaders around the globe, finding that about 15% of employees are actively disengaged. The study also found that 70% of the variance in team engagement can be attributed to the manager. This level of engagement nearly tripled when managers met with their employees regularly.
Team Member Success
1:1 meetings are critical for boosting the productivity of your team members. They provide an opportunity for managers and directs to discuss challenges, collaborate on decision-making, improve coordination, and extend support. Developing those who work for you is central to effective leadership. These 1:1 meetings should be viewed as an investment in your team members’ present performance and future potential.
Manager Success
1:1 meetings contribute to manager success in three important ways. First, dedicating time to ongoing 1:1s reduces the need to address emergent questions, as team members can save those questions for their scheduled meetings. This minimizes interruptions and allows you to secure focused work periods. Second, these meetings are a vital tool for gathering information, receiving feedback, and staying connected with your team — key actions that help you empower your team. And finally, as Adam Grant summarizes, “Leaders are judged by what their followers achieve. The higher you climb, the more your success depends on making other people successful.” 1:1s are inherently designed to foster the growth of your team members. The result is a boost in your team’s subsequent success, which ultimately reflects on competency as a leader.
In addition to these positive outcomes, it is important to know that employees want 1:1 meetings with their manager, even if they are exceptionally busy. Unlike other types of meetings where employees want less activity, this is a meeting type they only want more of. Interestingly, we found that respondents wanted more 1:1s with their manager the higher up they were in the organization.
With all of this in mind, you might still be dreading the idea of adding more meetings to your plate. However, effective 1:1s can actually save time by improving team alignment, boosting employee performance, and reducing interruptions throughout your day. Not to mention, regular 1:1s foster employee engagement, which helps retain talent. Take a moment to reflect on time and resources poured into recruiting and onboarding new team members — this time can be recouped through well-conducted 1:1s. While these meetings might add to your calendar, they are a worthwhile investment to increase long-term success and efficiency.
I will end this article by offering an alternate perspective. Reflect on the message that skipping 1:1s might send to your team. People naturally interpret others’ actions and attach meaning to them. What conclusions will your team draw if you don’t hold 1:1s, especially if other managers do? What message does it send if you only meet with certain team members? This could unintentionally signal to some that you don’t prioritize their success, or that you care more about the progress of a few select individuals. Not holding regular 1:1s can send a confusing, potentially hurtful message to your team.
The best managers recognize that 1:1s are not an add-on to their role — 1:1s are the foundation to being a manager. These meetings are where leadership really happens in a deep and meaningful way. We have all heard the adage that people don’t leave bad jobs, they leave bad bosses. 1:1s are your opportunity to prove you are not a bad boss, and by doing so better engage and retain your talent.
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