10 One-on-One Meeting Benefits You Can’t Ignore

one-on-one meeting benefits

The traditional once-a-year performance review is a method of the past and continuous performance conversations are taking its place. And it’s no surprise why.

When done right, one-on-one meetings foster productive, ongoing performance conversations that actually boost performance.

 

Free Download: One-on-One Meeting Software Checklist

 

Check out these 10 one-on-one meeting benefits to see how these simple but powerful conversations can promote a high-performance culture.

  1. Build stronger manager-employee relationships.
  2. Empower employees to own their performance.
  3. Ensure managers ask the right questions at the right time.
  4. Boost engagement in conversations and follow-up.
  5. Support and drive employee performance.
  6. Give and receive valuable employee feedback.
  7. Align on your organization’s unique goals and objectives.
  8. Drive action and make smarter business decisions.
  9. Support employees of all types, locations, and backgrounds.
  10. Partner in employee engagement and performance.

 

1. Build stronger manager-employee relationships.

 

Why it matters

75% of employees think their boss is the worst part of their job. And when managers account for at least 70% of the variance in employee engagement, building strong manager-employee relationships is critical for engaging and retaining your people.

 

How to do it

One-on-ones, especially performance conversations between managers and employees, are critical opportunities for productive communication. Our research shows that great conversations lead to higher engagement, but only about half of employees are having them.

Make sure you are making time for regular one-on-one meetings. Schedule them on a shared calendar or using one-on-one meeting software to ensure you don’t miss an appointment. Consistency will help you maintain a relationship with your employees and build trust.

 

2. Empower employees to own their performance.

 

Why it matters

People who feel connected to their goals and empowered to do their work are more motivated and engaged. If employees don’t feel like they have a choice in their performance goals or the direction of their work, they lack accountability.

 

How to do it

Ensure managers and employees are equally prepared for a one-on-one meeting by launching a collaborative 1:1 agenda. This gives employees ownership of their own performance and lets them drive the conversation. Building the agenda together can reduce anxiety and increase employee buy-in throughout the process.

 

3. Ensure managers ask the right questions at the right time.

 

Why it matters

Asking impactful, relevant, and performance-driving questions is an important piece of conducting an effective meeting. Waiting for an annual review or an ad hoc survey to get employee feedback or check in on their performance means you’re missing opportunities to connect with your employees in real-time when those questions are most meaningful.

 

How to do it

55% of highly engaged organizations said employees are expected to have one-on-ones monthly or quarterly, compared to only 22% of disengaged organizations. Regular one-on-one meetings help you build an ongoing relationship and conversation with your employees so you can tap into what is going well, what areas need to be addressed, and ask the right questions when they matter most.

Quantum Workplace’s one-on-one meeting software makes it easy to ask the right questions at the right time with built-in templates to direct conversations about performance, career growth, and more.

 

4. Boost engagement in conversations and follow-up.

 

Why it matters

Follow-up is crucial to boosting employee engagement in your one-on-one conversations. After all, if employees share feedback and then never hear about it (or see a change) again, they will be unlikely to trust you with feedback in the future.

 

How to do it

Keep track of critical employee feedback and progress during each one-on-one meeting. Take advantage of employee performance software that helps you automate meeting schedules, record feedback, and track conversations so you and your employees can pick up right where you left off.

 

5. Support and drive employee performance.

 

Why it matters

One-on-one meetings can involve sharing ideas, working through feedback, and discussing employee goals and growth. When managers have the full picture of where an employee stands, they can have smarter, more effective performance conversations.

 

How to do it

Boost your one-on-one conversations with up-to-date performance data to provide the context and direction you need for a productive meeting. Quantum’s Performance Snapshot lets managers see cross-platform performance activity for each employee all in one place.

 

6. Give and receive valuable employee feedback.

 

Why it matters

75% of companies use one-on-one meetings as a tool to give and receive employee feedback. One-on-ones are a perfect opportunity to capture qualitative and anecdotal evidence of what is and isn’t working in your culture.

 

How to do it

Set aside time during your one-on-one meetings to discuss employee feedback. (Depending on the need, you can also schedule a one-on-one just for going over feedback). One-on-ones are a good time to walk through what can be difficult feedback and help coach your employees to productive outcomes.

 

7. Align on your organization’s unique goals and objectives.

 

Why it matters

91% of companies with effective performance management systems say that employee goals link to business priorities.

Your approach to employee, team, and business success is unique to your organization.  One-on-ones should help you get there by discussing performance objectives that align with your organization’s goals.

 

How to do it

One-on-ones can help employees and teams succeed by leveraging conversations for goal setting and career growth. While these topics can arise organically, it’s important to build these conversations into your one-on-one meeting agenda. The right one-on-one meeting software can help—look for a solution like Quantum Workplace that enables you to:

  • Plan one-on-one agendas
  • Take notes on employee feedback 
  • Track performance and connect conversations to benchmarks
  • Alert you when employees hit goals
  • Put employee and team goals into context for better alignment

 

8. Drive action and make smarter business decisions.

 

Why it matters

One-on-one meetings should be a manager and employee-driven initiative. But to make an impact on team and organization-wide success, it's important for HR and senior leaders to understand what’s happening at a high level.

 

How to do it

Get a birds-eye view of the employee experience with one-on-one software that tracks performance data, conversations, feedback, and more.

Look for tech that offers:

  • One-on-one meeting analytics and reporting
  • Real-time meeting activity, progress, and completion
  • Filter options to view conversations by status, employee, cycle, or rating
  • Ability to measure the impact of conversations in alignment with engagement

 

9. Support employees of all types, locations, and backgrounds.

 

Why it matters

Busy schedules are a big obstacle when it comes to planning and conducting one-on-one meetings—especially with an increasing number of employees who are remote. But holding meetings in unique, convenient, and personalized settings can boost engagement by meeting employees where they are.

 

How to do it

Talk to your employees about how and when they would like to meet—whether that’s in person or remote—and how often. Work together to build meeting agendas that reflect the needs of your employees so you have the most productive and helpful conversations catered to each individual.

 

10. Partner in employee engagement and performance.

 

Why it matters

One-on-one meetings bring employees and managers together. Don’t leave engagement and performance up to chance. Working with your employees through productive, consistent one-on-one conversations lets you partner with them to create the kind of culture and workplace you want to see.

 

How to do it

The best partnerships are supported by the best tools. As you consider solutions, look for a one-on-one software vendor that uses the tech themselves. Ask your potential vendor how they use the tool to boost performance in their organization.

  • What are their favorite features?
  • What are their insider tips?
  • How do they use the tool in their own organization?
  • What benefits have they seen from other customers?

 


 

Want to find out if Quantum Workplace’s one-on-one meeting software is right for you? Download our One-on-One Meeting Software checklist.

one-on-one meeting checklist