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How to run one-on-ones

Giving and receiving feedback is uncomfortable. But they're one of the most effective ways to build a healthy culture, run smooth projects and maintain satisfaction at work.

Define what these meetings mean for your team

Build your company's one-on-one playbook

Make the goals of these meetings explicit so that employees and managers understand exactly what they can get out of them.
Here's a link to our 1:1 handbook.

Make your own one-on-one template

With ready-to-use questions to use on the go.

Making 1:1s meaningful

If you're just reporting work and staying on the surface, it's a missed opportunity.

You know it's a good meeting when it's awkward

Very often, people waste most of the 1:1s potential. You might make a little agenda, and then give some updates, some light feedback, and share some complaints. It’s helpful and valuable and nice. But, ask yourself: is the conversation hard? Are you a little nervous or unsure how to get out what you’re trying to say? Is it awkward?
Because if it’s not a bit awkward, you’re not talking about the real stuff."

Mark Rabkin, The Art of the Awkward 1:1
VP Ads & Business Platform @ Facebook

Avoid cancelling and rescheduling

Especially as a manager. Unless there's an emergency, keep a regular schedule and come prepared. Make it clear you value this time together, and look forward to it.

Prepare your next one-on-ones

This is a personal and unique time in your calendar. Make sure you take the time to prepare it ahead of your meeting.