1. 1-1 meetings are dedicated time for open communication between a manager and direct report on a regular cadence. They are meant for coaching, mentoring, giving context and feedback.
2. Benefits of 1-1 meetings include ensuring alignment, preventing larger issues, providing immediate feedback, promoting open communication, and helping relationships develop.
3. Tips for implementing 1-1s include scheduling 30-60 minute meetings weekly or bi-weekly, dedicating a day for all 1-1s, and using tools like Asana to organize agendas and topics. The focus should be on listening to employees and facilitating solutions.
4. A 1-1 meeting is...
A dedicated time for open
conversation between
manager and employee.
A place for coaching,
mentorship, giving context, or
even venting.
A time on a regular cadence
for teammates and leaders to
connect and communicate.
17. There’s no one way to organize a 1-1
Many factors dictate the best way to structure your
meetings for success, including:
● the emotional needs of those you manage
● your relationship
● the team member’s experience level
18. The most important element in a
successful 1-1 is creating a space where
individuals feel comfortable to discuss the
issues and concerns on their mind. These
meetings are primarily for the employee,
and their participation is vital.
19. Make a private project in Asana dedicated
to your 1-1. Contribute tasks and topics to
discuss. Add sections titled: Goals, Discuss
this week, Revisit later.
See full tutorial here
ASANA TIP
20. Learn how to set up a 1:1 project like this in Asana.
21. Organizing & preparing for your 1-1
● Pre-populating the agenda ensures you cover priority topics.
● Make a shared agenda to provide context prior to the meeting and allow both parties to
take ownership of the meeting.
● Time box the topics you know you need to cover.
● Preparing for the meeting ahead of time allows you to eliminate spending time on
background information and immediately get to the things that really matter.
22. Begin your 1-1 with an open-ended question. This allows the most important and top of mind
topics to surface. Here are some questions you might try:
● How are you feeling?
● What is on your mind?
● What are you most excited about?
● What are you most worried about?
The manager’s game plan
FOR MANAGERS
23. Most importantly, listen to what’s being said. Once you’ve fully heard your team member, be
a facilitator of solutions. Uncover what they’re excited about, how you can mentor them to be
successful, and unblock them to do their best work. Here are some tactics:
● Affirm their perspective first
● Disclose your weaknesses or places where you’ve stumbled
● Be unconditionally on their side, even (and especially) when giving them blunt feedback
about opportunities for growth
● Respect them as a person, not just a performer of tasks; treat them as a peer
The manager’s game plan
FOR MANAGERS
24. The key challenge of the coach is to listen
without a filter. A filter is a certain attitude
or bias the listener takes on that inhibits
his or her ability to be present with the
authentic experience of the speaker.
— CONSCIOUS LEADERSHIP GROUP
25. 1-1s are your time to express to your manager what’s on your mind, brainstorm ideas, and
communicate your future goals. Use your time wisely:
● Prior to your meeting, organize which topics you’d like to discuss and add those to the
agenda.
● Feeling frustrated, overwhelmed, blocked, or excited? Think about why you feel this way
and outline any specific potential solutions you’d like to work through with your
manager.
(cont…)
How to leverage 1-1s to get what you want
FOR EMPLOYEES
26. ● Remain open to discussing what’s really going well and where you need your manager’s
support.
● Ask for what you want in layman’s terms. Remember, no one can read your mind. Is it
more responsibility? An opportunity to manage a junior team member? Discuss these
things in specifics.
How to leverage 1-1s to get what you want
FOR EMPLOYEES
28. Role
Questions 1. What’s your pie chart of what you are working
on? What do you want it to be?
2. How do you view yourself in your role?
29. Career
Reflection
1. If you were having the best work day ever in
your ideal role, what would your schedule look
like?
2. Where do you get your job satisfaction from?
3. Where have you been most successful in the
past?
30. Long-term
Goals
1. What are your long-term goals? What skills do
you need to achieve them?
2. What obstacles will you need to overcome to
achieve these goals?
31. This was originally published as an article in the Managing
and Leading Teams issue of Wavelength by Asana.
Read the original piece or get started managing your 1-1s
in Asana.
Thanks for reading