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Monthly 1:1s should be the exception because a lot of things can happen in a month, and you risk losing touch with your people. With more than five team members, it’s fine to meet every other week, too. If you and your reports collaborate closely and can chat all day every day, consider having bi-weekly meetings. But depending on the depth of collaboration and number of reports, you may reduce the frequency of 1:1 meetings. Google re:Work, Radical Candor author Kim Scott, and many others promote this range. The sweet spot of 1:1 meeting frequency is to meet every week or two for 30 to 60 minutes. Still, there are some rules of thumb you can consider.
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Best practices aside, you need to find a cadence that works for you and your team members. Getting into a habit of having 1:1s in the first place is what really matters. Many managers ask themselves: how often should I have 1:1 meetings with my reports? Is once a month enough, or does it have to be weekly? The answer is simple. And engagement is a known indicator of retention and productivity. When each employee has the chance to ask their manager for information on where the organization is headed and how their work fits into the bigger picture, they’re much more invested in your organization. So the more often 1:1s happen in an organization, the better the performance of the average manager.īesides the connection between manager success and business success, regular 1:1 meetings are a great tool to increase engagement. Google’s Project Oxygen research shows that managers who have frequent 1:1 meetings with their reports tend to score higher in performance than managers who don’t have these check-ins.
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So a healthy 1:1 meeting culture is not only great for individuals, but it can also affect the bottom line of your business. Benefits for the businessĬompany success stands and falls with the effort managers put into connecting with their team members. By asking your team members how you can better support them, you get useful information on what’s expected from you as a manager and how you can improve in your role. annual) feedback, team members are much more motivated to do outstanding work and are generally more engaged.ġ:1 meetings are also a great way to get timely upward feedback that help you become a better manager. Gallup has found that when managers provide weekly (vs.
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Dedicated one-on-one conversations create the space and trust to ensure you know what’s on your team members’ minds – and take actions to keep them happy and productive. There is no shortcut for building real connections. To unleash the potential of the people you manage, you must engage and bond with each individual. Benefits for managersĪs a manager, 1:1s help you guide your team members’ development, resolve issues early on, and improve employee retention. 1:1s also create a space for you to bring up things that are difficult to bring up during busy work days.Ī study of 38,000 employees found that people with partner-like superiors, as opposed to traditional bosses, are likely to report much greater life satisfaction. If you need to correct course, you will know about it and hopefully be able to fix it in time. By listening to you and giving timely guidance, your manager becomes a partner for your success.ġ:1 meetings give you the safety of always knowing where you stand based on constant feedback from your manager. As an employee, 1:1 meetings help you get the feedback and guidance you need to be successful in your role and advance in your career.