The Power of One-on-One Meetings: A Journey Through Time and Trust

“They became a space where managers and employees could connect, discuss, and grow together.”

One on ones or Bilaterals as they are often called are possibly the most simplistic way to develop talent, improve engagement and create a safe working environment. But somehow, it still feels like many leaders get it wrong. My own leadership journey has also been filled, in the past, with skipping bilaterals with my staff, or arriving late, or not having a plan on how to make this session support the growth of my team.

Overtime, one on one’s with my team have become non-negotiable, these are the meetings that we don’t cancel, we don’t skip, and I invest in heavily.? To this end, I wanted to share some insights, with the hope that I might influence at least one manager to reconsider their approach.

A Stroll Down Memory Lane: The History of Bilateral Meetings

Let’s start with a bit of history. In the early 20th century management was all about efficiency and productivity. Elton Mayo and his Hawthorne Studies discovered that social interactions and employee well-being were crucial for productivity. This was a game-changer. Fast forward to the 1980s and 1990s, and we see the rise of Total Quality Management (TQM). The focus shifted to employee involvement and feedback, and one-on-one meetings became a staple in many organisations. These meetings evolved from simple check-ins to structured conversations aimed at aligning individual goals with organisational objectives. They became a space where managers and employees could connect, discuss, and grow together.

Creating Psychological Safety: The Secret Sauce

Imagine you’re in a meeting where you feel completely at ease, where you can share your thoughts, ideas, and concerns without fear of judgment. That’s psychological safety, a concept popularised by Harvard Business School professor Amy Edmondson. In a one-on-one setting, this safety net is crucial. It allows employees to speak openly with their managers about their challenges, aspirations, and feedback. When employees feel heard and valued, magic happens. They become more engaged, more innovative, and more willing to take risks. And let’s be honest, who doesn’t want to work in an environment where they feel safe and supported?

Career Development: The Roadmap to Success

One-on-one meetings are like a GPS for career development. They provide a dedicated space for managers and employees to discuss career aspirations, skill development, and growth opportunities. Think of it as a personalised coaching session where the manager helps the employee navigate their career path.

For employees, knowing that their manager is invested in their career development is incredibly motivating. It encourages them to take ownership of their professional growth and seek out opportunities for learning and advancement. And for managers, these meetings are a chance to identify high-potential employees and create tailored development plans to nurture their talents.

Improving Employee Engagement: The Heartbeat of the Organisation

Employee engagement is the heartbeat of any organisation. Engaged employees are more productive, more committed, and more likely to stay with the organisation. One-on-one meetings play a significant role in enhancing employee engagement by providing a platform for regular communication and feedback. During these meetings, managers can recognise and celebrate employees’ achievements, address any concerns or challenges, and provide constructive feedback. This ongoing dialogue helps employees feel connected to the organisation and its goals. It also reinforces the idea that their contributions are valued and that they are an integral part of the team.

When Leaders Get It Wrong: The Pitfalls of Focusing on Content Over the Person

What happens when leaders get it wrong. One common pitfall is focusing too much on content and not enough on the person. When meetings become solely about project updates and task lists, they lose their potential to build relationships and foster trust.

Imagine this scenario: You’re in a one-on-one meeting with your manager, and all they talk about is the status of your projects. There’s no discussion about your career goals, your challenges, or your achievements. How would you feel? Probably disengaged and undervalued.

Another mistake is inconsistency. Irregular or cancelled meetings can send a message that the manager does not prioritise their employees’ time and concerns. This can lead to disengagement and a lack of trust. Additionally, some managers may dominate the conversation, leaving little room for employees to share their thoughts and ideas. Effective one-on-one meetings should be a two-way dialogue where both parties feel heard and respected.

One-on-one meetings between managers and their staff are a vital component of effective leadership. They provide a platform for open communication, build trust, and drive employee engagement. By focusing on creating psychological safety, supporting career development, and maintaining a balanced approach, managers can unlock the full potential of these meetings. Avoiding common pitfalls and prioritising the individual over content will lead to stronger relationships, higher engagement, and ultimately, a more successful organisation.

Incorporating these practices into your leadership approach can transform your one-on-one meetings from routine check-ins to powerful tools for growth and connection. As we continue to navigate the complexities of the modern workplace, the importance of these bilateral meetings cannot be overstated. They are not just a management tool; they are a cornerstone of a thriving, engaged, and motivated workforce.

So, next time you have a one-on-one meeting on your calendar, remember it’s not just about the tasks at hand. It’s about the person sitting across from you, their dreams, their challenges, and their potential. Let’s make these meetings count!

If you have any thoughts or experiences to share, I’d love to hear them in the comments below. Let’s keep the conversation going!