Boost the Value of Your 1-on-1s with Your Manager

Unlike project meetings or status updates, 1-on-1s are THE prime opportunity to connect with your manager, share priorities and concerns, discuss career goals, and exchange feedback. They are meant to be a “safe” space where you can share information, ask each other questions, collaborate, and dive into specific areas that need focus. The outcome? A working relationship built on trust and good rapport. Alignment on what matters most to success in your role and the organization.

If you are looking for ways to improve how this valuable time is used, read below for tips.

Remember Why You’re Meeting in the First Place

1-on-1s are ultimately about meeting with your manager to talk! While fairly informal, it takes a bit of prep to make that time valuable for you and for them. If you go in with a plan for how you’ll make the time meaningful to your productivity, value to the organization, or growth in your role, you will both have a lot to gain.

You Drive the Conversation…Mostly

It’s (mostly) your agenda to drive. You signal what’s important by what you choose to talk about. Your manager might set some guidelines for things to be discussed but you generally take the lead. If not sure, ask what would be helpful to discuss or share what you plan to focus on.

Decide…How Will You Optimize Your Time?

These private meetings are your opportunity to:

• Share (brief) project updates and outcomes
• Share your successes and any missteps or learning points
• Address areas where you need guidance or support
• Ask questions and align with big picture goals
• Share ideas and concerns that are better shared with only your manager first
• Discuss your career aspirations and progress toward goals

Depending on time allotted, prioritize the most important or time-sensitive items first in case time runs out. If this is the only private time you and your manager have to meet, be sure to provide a high-level update of projects progress (if it can’t be shared via email) but don’t make that your focus for the entire meeting.

Connect With Your Manager on a Personal Level

Aim to cultivate an authentic connection. Having a good relationship with your manager can improve your perception of work, sense of belonging, and overall engagement. Yes, they should be doing their part to create a safe space for open dialogue! You can be just as willing to share a bit about your life outside of work and show interest in them as people.

Ask about their weekend or how the family/kids, etc. are doing. Ask what they look forward to doing or for a recommendation on a good book/podcast/series. Questions and connection points tied to their passion projects and interests – when coming from a place of positive intent and genuine curiosity – do wonders to build rapport on a human level. This also lays the groundwork so you’ll feel more comfortable asking questions, raising concerns, and clarifying projects and goals.

Ask for Feedback

Are you working on things that matter? Should you refocus your priorities? Could you have better navigated a challenging situation or person? Ask questions. Get their perspective. Show a genuine openness to their feedback. Listen for their take on what’s working well and what could be refined. Listen to confirm what work is most important and what will be of greatest value to the organization. Your solicitation of, and openness to feedback, demonstrates a growth mindset, sets you on an optimal path to thrive, and paves the way for career progression. Fellow.com offers a range of questions to ask your manager. Remember that feedback is a two-way street. Be willing to constructively offer thoughts and ideas about a project, person, or an experience you had that is important for them to be looped into.

Demonstrate Leadership

Think outside of your day-to-day responsibilities. Your manager has their own pressures, challenges, ideas and needs. You are on their team to make an impact and achieve success as a broader team. Tune in to comments they make that allude to stressors they may be experiencing. Offer to take the lead to alleviate points of friction surrounding meetings, decisions, or deliverables. Talk about how you can help them in their role, outside of your day-to-day responsibilities. Your initiative demonstrates a holistic understanding of broader needs, reinforces your team player mindset, and is a great way to demonstrate leadership skills.

How do you drive 1-on-1s with your manager? How do you ensure you’re getting what you need, and they are, too? Comments are welcome!