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Why Staff One-To-Ones Are Important And How To Carry Them Out

Sarah Peabody

Sarah Peabody

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Having fantastic communication within your business is a recipe for success and a great way to achieve outstanding communication across the board is by having regular One-To-Ones between managers and their team.


These meetings provide a time and place for both sides to catch up, review performance, set targets/goals and discuss any concerns. Also, they are a great way for managers to provide feedback and additional support.


Here at Solutions, we find One-To-Ones are important for these reasons:


1. Improving Communication. One-To-Ones provide the perfect opportunity for candid and genuine communication between managers and their team. These meetings encourage the team member to share suggestions and ideas which ultimately can lead to improving processes and performances. Another good reason to have these meetings is to address early and prevent any misunderstandings or issues before they become bigger problems.

2. Building Strong Relationships. The team is more likely to feel valued and motivated if One-On-Ones are held routinely. This will result in the team respecting and trusting their manager more due to having a regular time and place to discuss their performance, growth, or challenges.

3. Encouraging Professional Growth. In these meetings, team members get the opportunity to discuss their professional growth goals. Managers can then identify any training or resources for the team member to achieve their goals and will provide ongoing support and guidance.

4. Measuring Performance. One-To-Ones are a fantastic way for managers to measure team members performance and identify any areas that may need improving or any additional support that may be needed. This helps managers set goals/targets and keep the team member motivated and on track.

How often should you carry out One-To-Ones?

The frequency of One-To-Ones will depend on the needs of the team member and the business. A lot of businesses hold their one-to-ones monthly but can hold them every 2 weeks or quarterly, whichever works best. Sticking to regular meetings will ensure that open communication is maintained and progress is being tracked correctly.


What should be covered in a One-To-Ones?

The agenda for a One-To-One should include a review of the team member’s performance, setting of relevant goals and targets, discussion of training and professional growth and also the discussion any concerns or challenges. It is also a great opportunity for the manager to offer feedback and support as well as gain feedback from the team member too.

How to carry out successful One-To-Ones

Here at Solutions, we carry out our One-To-Ones by following these 5 steps:


1. Preparation. In order for One-To-Ones to be effective, both the manager and team member must do some preparation in advance of the meeting. Managers should prepare an agenda for the meeting that includes any matters that need to be discussed as well as any relevant documentation. Team members should also prepare ahead of time by thinking of any topics or concerns they would like to discuss.

2. Create A Comfortable Environment. It is important to create a relaxed and comfortable environment for One-To-Ones. To do this, the meeting should be held in a private location away from any interruptions. We also encourage that managers put the team member at ease to create a positive and relaxed atmosphere.

3. Active Listening. Active listening is an essential part of successful and effective One-On-Ones. Managers are to give their full attention to the team member and allow the team member to openly to express their thoughts and discuss concerns and feelings without interruption.

4. Provide Feedback And Support. One-To-Ones are the perfect opportunity for managers to provide feedback on the performance of the team member and offer any support where needed. The feedback manager give should be specific and constructive and the team member should be encouraged to provide their own feedback in return.

5. Set Goals/Targets. One-To-Ones should come to an end with the manager setting goals/targets for the team member to complete in an agreed timeframe. These can consist of both performance and growth of the team member and the manager should provide any guidance and support where needed.

Regular One-To-Ones are a valuable tool for boosting communication, building strong relationships and promoting professional growth in the workplace. By following these steps, managers can be sure that these meetings are productive, beneficial, and meaningful for both themselves and their team members.

Two young asian people talking and working together at office.

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