They are a prime opportunity to give feedback, review goals, evaluate progress, and help employees continue to progress in their careers. Coaching/Feedback - One-on-one meetings should primarily be about coaching and mentoring.Why are we having them in the first place? Or why should we be having them?
Given how ubiquitous one-on-one meetings are, why are they so bad? And what can we do to make them not suck? The Purpose of One-on-One Meetingsīut before we can dissect why these meetings suck, we need to better understand the true purpose behind the meetings. Or maybe you’ve been in a different situation where you really need to talk with your manager and are looking forward to finally getting a chance during your one-on-one meeting, only to have it canceled for the umpteenth time.Īs a manager, you’ve probably maybe you’ve viewed these meetings as good opportunities to get status reports or “touch base.” Or maybe a quick chance to check in and then check it off the list so you can get onto other things, without giving it much thought. Or when the meeting actually happens, it quickly devolves into a boring status update. If you’re like me, you’ve probably experienced a variety of terrible one-on-one meetings.Īs an employee, maybe you’ve seen the calendar reminder pop up and you’ve rolled your eyes, hoping that your manager will cancel or something else will come up.
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