Break These One-on-One Habits Today to Unlock Your Leadership Potential

In today’s fast-paced work environment, where demands are ever-increasing and time seems perpetually scarce, one-on-one meetings have become a vital tool for fostering strong relationships between leaders and their teams.? According to Gallup, managers who have regular one-on-ones with their employees see a significant boost in engagement and productivity.? Yet, despite these proven benefits, many leaders are either not conducting these meetings properly or not having them at all.? This oversight not only stifles team growth.? It diminishes the well-being of employees, ultimately limiting the success of the organization.

The data is clear: when done right, one-on-one meetings are more than only a check-in.? They are an opportunity for real human connection, personal growth, and team success.? Studies have shown that employees who frequently engage in meaningful one-on-ones with their managers are more likely to be motivated, feel valued, and remain loyal to their company.? Yet, most managers fall short in making these meetings as effective as they could be.? According to a survey cited in a Fellow Blog, nearly half of employees report that they rarely or never meet with their managers. This leads to missed opportunities for building relationships and driving performance.

The truth is one-on-one meetings are not another item on your to-do list.? They are the cornerstone of a thriving workplace culture.? If you’re not having them consistently—or worse, not having them at all—you’re missing out on the single most important tool for boosting your leadership influence.? So, how do you ensure that your one-on-ones are setting your team up for success?? The answer starts with breaking a few bad habits.

1.?Don’t Treat One-on-Ones Like Normal Meetings

One-on-ones are not your typical meetings.? Unlike your regular status updates or project reviews, these sessions are not about discussing tasks, delegating responsibilities, or reviewing performance.? One-on-ones should be purely about connecting with your people on a deeper level.? They are the employee’s meetings, not yours.

If you approach one-on-ones with the same command-and-control mindset that you bring to other meetings, you’re doing it wrong.? These meetings are your chance to foster a culture of trust within your team.? They allow you to understand the full scope of your employees' work relationships and personal aspirations.? To make the most of these meetings, you need to shift your focus from tasks to the people behind those tasks.

?2.?Don’t Make the Meetings About You

This is where many leaders stumble.? It’s easy to dominate the conversation, especially when you’re used to leading meetings and directing the flow of discussion.? But in one-on-ones, your role is to listen much more than you talk.? If you’re talking more than 20% of the time, you’re missing the point of the meeting.

One-on-ones are about being approachable and interested in your team members.? This requires a mindset shift where you think less about yourself and more about the person sitting across from you.? Delegate the agenda to your employee and make it clear that this time is for them.? Encourage openness, show genuine curiosity, and don’t shy away from giving positive feedback.? Remember, your authority isn’t diminished by these actions.? Your leadership influence rises when you show that you care.

3.?Never, Never, Never Cancel Your One-on-Ones

Consistency is key when it comes to one-on-one meetings.? How often do you cancel or reschedule meetings?? If the answer is “frequently,” then you’re sending a strong negative message to your team.? Canceling a one-on-one is more than a scheduling conflict—it’s a sign that your employee’s time and concerns are not a priority.

Research shows that the most effective one-on-ones are held weekly or bi-weekly.? Regular, consistent meetings create a sense of stability and trust within your team.? When you cancel or reschedule, you disrupt this rhythm, which can lead to disengagement and frustration.? It’s important to remember that it takes three positive interactions to counteract a single negative one.? Don’t undermine your leadership by canceling these crucial meetings.

4.?Don’t Discourage Openness, Honesty, or New Ideas

One of the greatest benefits of one-on-one meetings is the opportunity for open, honest conversations.? However, if you create an environment where employees feel they can’t speak freely, you’re sabotaging the potential of these meetings.? Encourage vulnerability—not only in your employees, but in yourself as well.? This is where true growth happens.

Discouraging honesty or new ideas shuts down the three key elements of effective one-on-ones.? These are open questioning, coaching conversations, and mutual positive feedback.? Without these, you risk missing signs of burnout or dissatisfaction within your team.? When employees don’t feel safe to express their thoughts and concerns, you lose the chance to address issues before they become bigger problems.? A culture of openness and trust is essential for unlocking the full potential of your team.

Call to Action: Start Having One-on-Ones Today

If you’re not already having regular one-on-one meetings with your team, now is the time to start.? These meetings are your most powerful tool for building trust, aligning around shared priorities, and fostering continuous improvement and growth.? By breaking these bad habits and embracing the true purpose of one-on-ones, you’ll not only enhance your leadership influence but also unlock the full potential of your team.? Remember, it’s not about managing tasks—it’s about leading people.

So, schedule those one-on-ones, make them a priority, and watch your team—and your limitless leadership—thrive.