July 29, 2019
A guide for employees to evaluate their one on one meeting with their manager. Tips, best practices and ideas on when to speak up.
A lot of employees are afraid of having a one on one (1 on 1s) meeting with their manager, and instead try to avoid them. Don't worry if you also feel that way! However, you can reframe the way you think about one on ones.
Done right, the one to one meeting can set you apart from the rest of the team and can give you greater visibility of your manager's view about your performance. You can walk away from your one on one meeting with your supervisor with ideas on how to complete your goals and key information on how to get promoted. Obviously there is another side to one on one meetings as they can go terribly wrong. That is the case primarily when managers don't dedicate any time to their employees and show up to the meeting not prepared. This is the most common reason why employees try to avoid the meeting.
You can easily tell when the meeting with your supervisor is going badly, here are the most common indicators:
It is not hard for a 1:1 meeting to be great, but it requires effort from both sides. The observations below indicate what a good manager one on one meeting should look like:
👉 Click here for more examples of constructive feedback
We'ver covered the good and the bad, but there's another outcome that needs to be considered with manager one on one meetings: the "ugly".
If your meeting lands in this category you should try to to escalate the problems to your supervisor or your manager's manager right away. Nobody deserves to settle for a bad manager, as it can seriously derail your career progress. A great manager one on one meeting will leave you feeling motivated and inspired to achieve your full potential.
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