The Magic of 1:1s: Transforming Conversations into Growth

Feb 20, 2025 | Leadership

1:1 meetings_Upskill Consulting Inc.

1:1s – A Missed Opportunity in Leadership

“People don’t leave bad jobs. They leave bad managers.” – Marcus Buckingham

A high-performing employee walks into their leader’s office, eager to discuss an idea. The leader barely looks up, distracted by emails. “Let’s talk later,” they say. That conversation never happens. A few months later, that same employee resigns – feeling unheard, undervalued, and disengaged.

It’s a familiar story. According to Gallup, managers account for at least 70% of the variance in employee engagement – yet many leaders fail to make meaningful, structured connections with their teams.

1:1 meetings, when done right, are a game-changer. They’re not just about checking in. They’re about building trust, alignment, and growth.

 

Why 1:1s Matters

 

Employees who have regular, quality 1:1s with their managers are three times more engaged than those who don’t. Yet, research shows that over 50% of employees report their manager cancels or reschedules 1:1s frequently – sending an unspoken message that their development isn’t a priority. (Gallup)

 

Building Trust & Connection:

1:1s are essential because they establish a consistent platform for leaders to build trust and connection with their team members. A McKinsey & Company study found that 60% of employees who have regular check-ins with their manager report higher job satisfaction and engagement. But more than just satisfaction, trust is the foundation of any high-performing team. When a leader actively listens, addresses challenges, and supports their employee’s growth, it creates an emotional investment that drives performance. Without this, employees may feel disconnected, disengaged, or overlooked, which can negatively impact morale and productivity.

 

Increased Transparency and Psychological Safety:

According to Google’s Project Aristotle, one of the key components of successful teams is psychological safety, the ability for team members to take risks without fear of judgment or retaliation. Regular 1:1s create an environment where employees feel safe to share their thoughts, raise concerns, and discuss mistakes. This transparency not only nurtures open communication but helps in mitigating potential issues before they escalate. It creates a culture of collaboration and continuous improvement.

 

Retention and Growth:

When employees feel heard and supported, they are more likely to stay with the organization. A Gallup study shows that employees who have regular meetings with their managers are 59% more likely to be engaged in their work and 3 times more likely to stay with the company. Employees who feel valued are not only more productive but also contribute to a positive workplace culture. 1:1s, therefore, directly correlate with retention, employee development, and organizational growth.

 

Empowerment and Leadership Development:

Regular 1:1s also provide a platform for leaders to mentor and guide their employees. Through these meetings, leaders have the chance to mold future leaders by giving constructive feedback, encouraging development, and showing support for their aspirations. Leaders who engage in meaningful 1:1 conversations with their employees foster a culture of mentorship that can cascade throughout the organization.

 

How To Elevate Your 1:1s

 

Start with Their Agenda, Not Yours

It’s easy for leaders to dominate 1:1s with updates, tasks, and performance reviews. But this can quickly create a transactional feel, where employees are just there to report back. Shift the focus by asking employees to prepare an agenda. Ask them, “What’s on your mind?” or “What’s been challenging for you?” Let them set the tone of the meeting. When employees see that their time and concerns are valued, it builds their confidence and helps them feel more invested in the process.

Action Step:
In your next 1:1, take 5 minutes at the beginning to ask your team member to list 2-3 things they want to discuss. Before every meeting, ask them to submit topics, so you can approach each session as an opportunity to resolve their current challenges.

Reflection Question:
What topics do you often bring up in 1:1s, and how could you shift the focus to address your team members’ needs first?

 

Go Beyond Tasks – Focus on Growth

1:1s should not just be about managing performance; they should serve as a development tool. Encourage your team members to think beyond their current tasks and focus on their growth trajectory. Ask questions like: “What is the next step in your career?” or “What skill would you love to develop in the next six months?” This makes the conversation feel like a partnership between you and the employee, not just a manager-employee dynamic. When team members feel their growth is prioritized, it motivates them to take ownership of their personal development.

Action Step:
Implement a “Future Development” section into each of your 1:1s. Discuss skills, career ambitions, and what’s next. Encourage them to set a personal development goal and break it down into smaller, actionable tasks.

Reflection Question:
Do you currently have a plan for your team members’ growth? How often do you make time to discuss their professional development and long-term career goals?

 

Address Roadblocks and Challenges

Employees are much more likely to succeed when they have a chance to voice concerns and obstacles. In 1:1s, actively listen to their struggles, ask clarifying questions, and offer guidance without micromanaging. For example, instead of giving immediate solutions, try asking: “What do you think the next step should be?” or “How can I help you work through this challenge?” By encouraging them to come up with potential solutions, you empower them to take ownership and become more self-reliant.

Action Step:
Implement a system of “follow-ups” in your 1:1s. After resolving an issue, make sure to check back on it. This shows that you care about the outcome and that the challenge wasn’t forgotten.

Reflection Question:
Are you allowing your team enough space to problem-solve during 1:1s, or do you tend to give the answers too quickly? How could you shift the conversation to foster problem-solving?

 

Establish a Feedback Loop

1:1s should be a two-way street. As a leader, you should also be seeking feedback from your team members. Ask them questions like: “What could I be doing differently to support you?” or “Is there anything you’d like to see more of in our 1:1s?” This feedback will give you insights into your leadership style and help you adjust your approach.

Action Step:
At the end of each meeting, ask your team member for feedback on how the meeting went. Consider implementing a 1:1 feedback survey every quarter to track the effectiveness of your meetings.

Reflection Question:
How often do you ask for feedback in your 1:1s? What could you do to make your employees feel more comfortable sharing their feedback with you?

 

A leader’s impact isn’t just about hitting targets – it’s about developing, supporting, and empowering their people. At Upskill Consulting, we specialize in leadership training and coaching that transforms routine 1:1 meetings into high-impact conversations that drive engagement, accountability, and growth.

 

Let’s Connect About Your 1:1s

 

Sofia Arisheh_Upskill Consulting Inc.

 

Through practical strategies, real-world coaching, and actionable feedback frameworks, we help leaders build trust, communicate effectively, and develop their teams with confidence. When 1:1s are done right, they become the most powerful leadership tool—one that strengthens relationships, boosts performance, and retains top talent.

 

If you’re ready to elevate your leadership game and turn your 1:1s into moments of real impact, let’s talk.

Contact Us

 

 

Sofia Arisheh
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