If You Don’t Have 1:1s: Where to Start

Hands down, one-on-ones (1:1s) are the simplest and most effective way to build trust, accountability, and engagement. Strong, consistent 1:1s, create space for meaningful dialogue between employees and managers. Basically, they’re game changers.

Research consistently shows that teams with consistent one-on-one check-ins outperform those without them. That’s because regular 1:1s build alignment and provide a structured way to talk about progress, challenges, and development before issues grow into problems.

Consistent 1:1s lead to these kinds of results:

• Better management ratings. Highly rated managers tend to have frequent 1:1s.
• Turnover decrease. Employees are 3 times more likely to stay.
• Engaged employees. Employees are 3X times as engaged.
• Goal success. Employees who report on the status of goals during weekly 1:1s have a 76% goal success rate.

If you’re not having performance conversations regularly, your team might be guessing what matters most.

A common question is how often managers should hold 1:1s. Weekly is ideal. Even a short 20–30 minute check-ins can make a difference when they’re consistent.

If your team is large, start with biweekly 1:1s and adjust as you build momentum. Add a standing meeting to your work calendar and include the employee. The key is to make them predictable, not optional, so try at all costs not to cancel. If you must cancel, immediately reschedule.

If you’ve got managers who absolutely won’t commit to once a week 1:1s, start out with biweekly or monthly, then increase the frequency over time.

Many employees feel intimidated when speaking to their manager. They may fear it’s a meeting to detail all the things they’re doing wrong. Reassure employees by gathering everyone together for a team meeting.

Meeting Agenda:

• Explain the purpose of 1:1s. Tell employees this is a place too discuss their goals, work and professional development. It is a time for coaching.
• Communicate how often you will meet.
• List expectations: Ask everyone to add the repeating meeting to their calendar, add to the agenda, and what they should come prepared to discuss
• Share a list of possible topics with the employees so they have some ideas to get started.

Your 1:1 meeting agenda doesn’t need to be perfect. What matters is that both you and your employee contribute to it. Ownership and engagement is built when employees add their own discussion items.

Typical topics include:

• Progress on goals and projects
• Feedback or recognition
• Development and career growth
• Current challenges or obstacles

If you’re using miviva, both the manager and employee can add to the one-on-one meeting agenda, making it easy to stay focused on what matters most.

Step 4: Capture Action Items and Follow Up

Every 1:1 should end with next steps with due dates. Write down commitments, next steps, or updates to discuss next time. This small step reinforces accountability and shows your employee that what’s discussed actually leads to action.

Using a performance management platform like miviva helps you track action items from 1:1 meetings, keeping follow-ups visible and measurable over time.

It can’t be said enough. 1:1s should happen consistently. Even short check-ins build trust when employees know they can count on them.

To keep the momentum going:

• Start small: Begin with a few direct reports.
• Be consistent: It’s better to have a 15-minute 1:1 every week than a one-hour meeting once a quarter.
• Reflect on trends: Over time, use what you learn in these meetings to spot growth opportunities, recurring issues, or new ideas.

What should you discuss in a one-on-one meeting?
Talk about progress on goals, challenges, and growth opportunities. The best 1:1 agendas include a mix of work updates, feedback, and personal development.

How often should managers hold 1:1s?
Weekly is ideal. Consistency builds engagement and helps managers catch issues early.

How can I make one-on-one meetings more productive?
Set a shared agenda so both manager and employee can contribute in advance. End with clear action items.

How do I track one-on-one meetings over time?
Use a system like miviva to document agendas, notes, and outcomes, so you always have a record of progress.

Download Your 1:1 Starter Roadmap

Get a simple visual guide to help you go from no one-on-one meetings to consistent, high-value performance conversations that drive engagement and accountability.

Your roadmap includes:

• A sample 1:1 meeting agenda template
• A cadence plan for setting up weekly or bi-weekly 1:1s
• Conversation prompts to build trust and motivation
• Tips for tracking commitments and progress over time

• Next Step: If You Don’t Have Goals: Where to Start
• Or return to the main hub: Where to Start with Performance Management