One-on-One Meetings
One-on-one meetings are regular, focused discussions between a manager (or team lead) and an individual team member. They provide a dedicated space for coaching, feedback exchange, and progress tracking, fostering a strong working relationship.
Goal
The primary goal is to support personal and professional development, foster open communication, and ensure alignment with team and organisational objectives.
Context
A lot of activities in the workplace are focused on output and results, but one-on-one meetings are an opportunity to focus on the individual. They provide a platform for discussing personal development, career aspirations, and any challenges or concerns the employee may have. These meetings are also a chance to provide feedback, recognise achievements, and ensure that the employee is engaged and motivated.
Inputs
| Artifact | Description |
|---|---|
| One-on-One Agenda | A structured outline of topics to discuss, ensuring a focused and productive meeting. |
| Feedback Points | Specific, actionable feedback on an individual's performance and contributions. |
Outputs
| Artifact | Description | Benefits |
|---|---|---|
| Action Items | Specific tasks or goals assigned to the employee based on the discussion. |
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Anti-patterns
- Failing to share feedback: There should be no surprises in the meeting. Feedback should be shared in real-time, not saved for the one-on-one.
- Lack of Preparation: Both parties come unprepared, leading to unfocused and unproductive meetings.
- Dominance by Supervisor: The meeting becomes a monologue rather than a dialogue, stifling the employee’s voice and engagement.
- Skipping or Rescheduling: Frequently cancelling or rescheduling diminishes the importance and benefits of these meetings.
- Status Update: Focusing solely on feature updates and task completion, neglecting personal development and feedback.
- Neglecting Personal Development: Overemphasis on current projects without discussing career aspirations and growth opportunities.