oneonones

One-on-one meetings, often abbreviated as 1:1s or oneonones, are regular private conversations between a manager and a direct report. Their purpose is to foster two-way communication, support professional development, and align on priorities. Unlike annual performance reviews, one-on-ones are ongoing coaching conversations focused on current work, growth, and problem-solving, with confidentiality to encourage candor.

Cadence and participants: The typical cadence is weekly or biweekly, but organizations may adjust based on role, workload, and culture. The meeting generally involves the direct report and their immediate supervisor, though some teams also include skip-level managers or mentors for broader feedback. Both sides share responsibility for preparation, setting the agenda, and following up on action items.

Structure and best practices: An effective one-on-one has a lightweight, recurring agenda that covers updates on projects, blockers, feedback, and development goals. The manager should practice active listening, ask open-ended questions, and provide timely, constructive feedback; the employee should raise concerns, ideas, and priorities. Meeting notes help track decisions and progress, and action items should be reviewed at the next session.

Outcomes and challenges: The core benefits include improved communication, faster issue resolution, clearer expectations, and stronger employee engagement. When poorly implemented, they can be perceived as optional, overly rigid, or dominated by the manager, which undermines trust. Successful programs emphasize cadence, psychological safety, and manager training so discussions stay constructive and future-focused.