One-on-one Meeting Assessment

Free Assessment

One-on-one Meetings Assessment For Managers

One-on-one meetings are one of the most critical skills for managers. Are you getting the most value from one-on-one meetings with your team? Take this free self-assessment now to find out.​

One-on-one Meeting Assessment

How good are you at conducting one-on-one meetings?

One-on-one meetings allow managers and employees to connect beyond professional matters. As a manager, it helps you know your team members and build connections that enable the growth and development of the team.

Are you able to understand your team members fully through regular catch-ups? Or is there more that you can get out of it? Find out now with the free one-on-one meeting self-assessment. ​

One-on-one assessment

How will this one-on-one meeting assessment help you?

Discover more areas to explore in one-on-one meetings and transform your regular meetings into expansive valuable sessions for yourself and your team. 

Create a safe space to identify and overcome hurdles that prevent you from building meaningful relationships with your team members.

Know your team members personally to craft a healthy environment based on trust and mutual respect where connections and productivity grow.

Uncover the underlying issues of your team and identify the need for managerial intervention through frank conversations that give genuine feedback.

What are one-on-one meetings, and why are they essential for managers?

What are one-on-one meetings?

One-on-one meetings are regularly scheduled check-ins between managers and individual team members to discuss issues and build stronger working bonds. These meetings provide a safe space for examining progress, exchanging feedback, and understanding each other better over matters including employee well-being, performance, and motivation.​

A manager taking one on one assessment of an male employee
Manager and employee seating on the table having one on one conversation

Why should managers conduct one-on-one meetings?

Individual one-on-one meetings increase managers’ understanding of people and their concerns. With this, managers can craft precise strategies to boost their team’s growth. It helps them become influential managers with loyalty and trust from their team members. ​

Why do teams need one-on-one meetings?

Teams need clear roadmaps to work. One-on-one meetings minimize miscommunication and bring issues up for discussion, which helps in the accurate identification of the strengths and weaknesses of the team. They facilitate open communication, functional feedback loops, and vital guidance that enhance productivity.

Two females having one-on-one training

Frequently Asked Questions

The primary agenda of a one-on-one meeting is to check in with your team members and build stronger working bonds with them. You can ask them about their experience since the previous meeting and objectives for the next time to understand their progress. Inherently, you can use them to give and seek feedback, identify needs for training or resources, and share concerns.

One-on-one meetings allow discussions that spill over the boundaries of professional life. Managers can ask employees to bring forward topics they would like to discuss. Generally, you can ask questions about your employees’ current challenges, short-term and long-term goals, learnings, opinions on workplace activities, etc.

The idea of conducting one-on-one meetings with employees is to get directions for planning the future course of action. The most common mistake of managers is not acting on the feedback received in these sessions. Also, taking one-on-one meetings irregularly or frequently missing them is another common error that harms efficiency. Another mistake that managers make is they use these meetings as status update meetings, which goes against the core principles of one-on-one meetings.

It is best to begin a one-on-one meeting with adequate preparation. You must be clear on a few topics or questions you will discuss. Further, maintaining continuity with the conversation from previous sessions is a good practice. If there are any concerns regarding their performance or well-being, decide how you will address them. In totality, keep an open mind and listen actively for maximum gain.

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