5 Reasons Managers Should Have Frequent 1-on-1’s

One on ones are a great way for managers to communicate with their employees. They encourage effective and frequent conversations between them so that the overall team productivity is improved.  

Though these meetings can feel a little repetitive and time-consuming in the beginning, these are very helpful for both employees and managers to build a strong team and stay motivated at work.

If you are still confused and looking for motivation to start this practice then here are five reasons that can help you get started!

You Stay On The Same Page As Your Employees

It is very common that managers have no idea about what their employees are actually working on and how they are faring. Having frequent one on one meetings with your employees helps you understand the workflow in your team better and helps you stay on the same page as your direct reports.

Both You And Your Employees Get To Proactively Raise Issues

Once you start having one on one meetings frequently, your employees get comfortable enough to proactively raise and discuss issues with you. This allows you to address issues immediately and help your employees with them. These discussions also encourage employees to share new ideas and help you improve your team productivity.

Also read: 10 One On One Meeting Questions You Should Ask Your Team

You Can Frequently Monitor Their Progress On Goals

It is important as a manager to know and keep track of the goals of your direct reports.

Having frequent one on one meetings with your employees allows you to keep track of your team goals and stay aligned with their goals from time to time. This also allows you to create and discuss action plans for them frequently and monitor the progress on them too.

You Can Provide Learning Opportunities More Frequently

When you have a clear idea of how your employees are performing from time to time, you can gain an understanding of their potential. One on one meetings help you keep track of employee progress frequently which in turn helps you to easily provide them with learning opportunities to improve themselves.

Scope For Frequent Informal Feedback

Though they know the importance of frequent feedback, most organizations do not have a culture of frequent feedback. Giving feedback and receiving it is seen as a very formal and serious process. If you want to give more informal feedback and encourage your employees to do the same, then making your one on ones more frequent is the best solution!

Also read: Six Tips For Giving Effective Employee Feedback

Do you want to know how Engagedly can help you create a culture of frequent one on ones in your company? Ask our experts! Request for a live demo.

View profile

Author

Srikant Chellappa

CEO & Co-Founder of Engagedly

Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast. He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2024.

Elevate, Engage, Share