4 Steps For Excellent 1:1 Meetings

4 Steps For Excellent 1:1 Meetings

All employees need and value regular 1:1 meetings with their manager – this is one feature of all successful organisations, where commitment to staff development and personal growth are high on the agenda.

You may well think you are doing a good job in providing your staff with the necessary support and guidance but are you doing this well enough and what do your staff think about the process? It might well be worth grasping the nettle and asking them!

Well-managed 1:1 meetings are a key component of any organisational communication strategy and are far more effective than any internal memo, email or newsletter for getting across key points and in conveying important performance information. Employees always loom for, and value, immediate feedback so make sure that you have a trusted and measured approach when conducting your 1:1s which should be planes, on-going and really get to the point of both what you want as a manager and what the staff member needs for continued growth and contribution to the organisation.

Remember that a 1:1 can be both a formal and an informal process but the key principle is to ensure quality, informative and effective communication from both sides!

So, how should this work? Using the GOOD framework gives you plenty of ideas for making this process as effective as possible.


What do you want to achieve? How has the employee been performing since the last 1:1 and focus in upon progress made, remembering to leave room to set fresh goals in this session.

  • What short, medium and long-term goals have we both agreed to?
  • What is progress on the above looking like?
  • What are the immediate tasks to be tackled and completed ahead of our next 1:1 meeting?


What barriers are we facing? These must be fully explored and explained so that both sides understand the hurdles being negotiated so that support and assistance can be provided where needed.

  • What is standing in your way?
  • What problems is this causing?
  • How can I help?
  • How can you help yourself?


Always use the 1:1 to discuss opportunities for the employee in terms of promotion, recognition, personal development and increased motivation towards the organisation. How are they doing regarding job satisfaction?

  • Do you feel that you are working towards the position you would really like to be doing?
  • What other skills and knowledge would you like to learn?


What has come out of the discussion in terms of what is to be done next? This must be carefully structured and recorded as a pathway for on-going 1:1 sessions. Decide who is doing what and always summarise what has been agreed.

  • What am I doing before our next meeting?
  • What are you doing before our next meeting?
  • Are there any other actions to be completed or decisions made that need to be recorded?

Good, quality 1:1 sessions tackle specific issues, take place at regular and planned times, have a theme and a clear focus and most importantly should be an opportunity for a balanced conversation.

Good Luck!

For more details about our services visit the website www.davidsummertonconsulting.co.uk


Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: