A One-to-One meeting, or 1:1 meeting, is a management and career development technique designed to foster open communication, strengthen relationships, and support professional growth in a team environment. At their core, 1:1 meetings (1:1s) are regular, private discussions between a manager and a team member designed to build trust, provide feedback, and encourage development.

1:1s create a dedicated space for meaningful dialogue, allowing team members to share concerns, discuss challenges, and celebrate accomplishments. They help managers stay informed about individual progress, offer timely guidance, and proactively address potential roadblocks before they become larger issues.

Effective 1:1s go beyond status updates — they are opportunities to build stronger working relationships, align on priorities, and support career growth. A well-structured 1:1 should start with a clear agenda, cover agreed topics such as current work, future goals, and personal development, and provide an opportunity for employees to ask for support. Both the manager and their direct report should come prepared, actively listen, and follow up on action items to ensure ongoing progress and accountability.

How Often Should You Have 1:1s?

In a fast-paced workplace 1:1s are typically scheduled every week, and in the same timeslot. However, some managers may opt for every second week or even monthly to accomodate a large number of direct reports.

1:1s typically last between 30 minutes and an hour, allowing sufficient time for deeper discussions when needed. Less frequent meetings may therefore require more time.

Not Just for Direct Reports

While 1:1s are most commonly scheduled between a manager and their direct report, they can also be valuable in other contexts, including:

  • Peer-to-Peer 1:1s – Colleagues at the same level may have regular 1:1s to collaborate, share knowledge, or support each other.

  • Mentor-Mentee 1:1s – A more experienced team member may hold 1:1s with a less experienced colleague to provide guidance and career advice. Unlike a manager, a mentor does not have direct responsibility for the individual’s work, which allows them to offer more independent, career-focused advice.

  • Skip-level 1:1s – Senior leaders may meet with employees who don’t report directly to them to gain insights into team morale, challenges, and opportunities. These meetings are often scheduled less frequently, such as quarterly or twice a year. Skip-level meetings are so-named as the meeting skips one or more management layers.

  • Cross-Functional 1:1s – Team members from different departments may have 1:1s to improve collaboration and align on shared projects.

Regardless of the participants, the key to a successful 1:1 is a focused, structured conversation aimed at strengthening relationships, improving communication, and addressing challenges and opportunities.

  • How to Run a 1:1 Meeting - Best practices and common pitfalls to avoid.
  • How to Prepare for a 1:1 Meeting - What managers and their direct reports should do before the meeting
  • Active Listening