As we wrap up Q1 and head into a new quarter, it’s the perfect time for leaders to take a fresh look at one of the most powerful tools in their leadership toolbox: the 1:1 meeting.
When done well, 1:1s aren’t just status updates, they’re intentional conversations that build trust, strengthen engagement, and drive growth. They give your team members the chance to feel heard, supported, and aligned with their goals and responsibilities. But too often, 1:1s become rushed, reactive, or repetitive.
If you’re ready to level up your 1:1s this quarter, here are some practical ways to make them more meaningful, productive, and impactful.
Make It About Them, Not Just the Work
The best 1:1s start with the person, not the project list. Yes, it’s important to cover priorities and progress, but first and foremost, these meetings are a chance to connect on a human level. Begin each conversation with a simple, “How are you doing?” or “What’s been on your mind lately?” These small, personal check-ins create psychological safety and show your team that you care about them beyond deadlines and deliverables.
Remember: people perform at their best when they feel seen and supported.
Come Prepared, But Leave Room to Listen
Effective 1:1s are a two-way street. You should absolutely come in with notes, updates, and questions- but leave space for your employee to drive part of the conversation. Try sharing a brief agenda ahead of time and ask them to add anything they’d like to discuss. This encourages ownership and ensures their concerns, wins, or blockers don’t get buried.
Some questions to invite deeper dialogue:
- What’s something that’s been going well for you recently?
- Where do you feel stuck or need support?
- Is there anything I can do differently to support you better?
The goal isn’t to have all the answers, it’s to create a space where your team feels heard.
Give Feedback That Builds Confidence
Feedback should be an ongoing conversation, not a surprise once a year. Use 1:1s to share observations in real time, both the good and the growth areas. Be specific, sincere, and constructive. Instead of saying, “Great job last week,” try: “Your presentation really stood out because you clearly outlined the challenges and proposed solutions. It helped the team move forward confidently.”
If there’s something they can improve, focus on clarity, not criticism. Framing feedback as a development opportunity keeps the conversation supportive and forward-looking.
Coach, Don’t Just Direct
As a leader, one of your most valuable roles is to help your team grow. Use your 1:1s to coach, not just check in. Ask open-ended questions that encourage reflection and help your employee think through challenges on their own:
- What’s your ideal outcome in this situation?
- What options have you considered?
- What do you need from me to move forward?
This coaching mindset builds confidence, encourages problem-solving, and helps your team develop their own leadership muscles.
Follow Up and Follow Through
Great 1:1s don’t end when the meeting does. Keep notes on what was discussed and follow up on key items. Whether it’s a commitment you made, a resource they requested, or progress on a goal. Consistent follow-through shows that you’re invested and dependable, which strengthens trust over time.
The Bottom Line
1:1 meetings are more than a calendar block, they’re one of the most powerful ways to invest in your people. When approached with intention and care, they create space for alignment, growth, and meaningful connection. As Q2 begins, take the opportunity to reset how you approach your 1:1s.
Listen more. Ask better questions. Celebrate wins. Coach with purpose.
Because when your people feel heard and supported, they don’t just perform better—they stay longer, grow stronger, and bring out the best in your organization.