How to Run Effective 1:1 Meetings That Keep Employees Engaged
Have you ever had a one-to-one meeting that felt like a checklist rather than a real conversation?
1:1 meetings are an opportunity to build trust, provide support, and help employees grow. Research shows that the connection between employees and their supervisors is critical regarding engagement and productivity.
These regular one-on-one meetings allow your people to really talk to you.
However, many supervisors struggle to make them impactful.
Here’s how to change that.
3 Things to Remember
One-on-one meetings are more than a status update. They’re a critical opportunity to connect with your employees, support their growth, and build a strong working relationship. Regular one-on-one meetings can quickly become unorganized chaos if you’re not careful. As a supervisor, it's your responsibility to ensure that doesn’t happen.
Here are three ways you can keep these meetings on track and productive.
1. Know The Purpose of The Meeting
One-to-ones should not be able to share information. There should be a back-and-forth dialogue between you and your team member. Are you checking in with your employee? Providing feedback? Discussing goals or future opportunities? This is your opportunity to clarify the purpose of your meeting.
2. Talk Less Than Your Team Member
Try to talk less than the team member you’re meeting with. Your goal is for them to feel heard, seen, known, and valued, which happens when they can speak more while you listen. This helps them be more productive and engaged at work.
3. Ask Open-Ended, Coaching-Style Questions
Asking open-ended, coaching-style questions helps your employees process ideas and make decisions for themselves whenever possible. If you invite conversation and discussion, your employees will naturally talk more and feel heard. This also allows them to process and make good decisions on their own.
By prioritizing these three reminders, you will improve your one-on-one meetings with your team members. Remember that asking open-ended questions naturally encourages your employee to talk and feel more heard.
A Supervisor’s Role at a 1:1
A well-run 1:1 should balance checking in, providing support, and discussing the future, ensuring your employees feel valued beyond their day-to-day tasks.
The first few moments of a 1:1 set the tone for the entire conversation. Before diving into work topics, let your employee settle in. A question like, “How are you coming to the meeting today?” allows them to reset, refocus, and let go of any lingering stress or distractions.
At some point during the conversation, it’s also important to check in on their personal life. Asking, “How’s everything on the personal front?” can go a long way in showing that you care about them as a whole person, not just an employee. This small moment of connection helps build trust and signals that their well-being matters to you.
Depending on your relationship with the employee and what’s happening in their role, you may choose to begin with a performance check-in. This is a chance to:
Review their current workload and how they feel about their progress.
Check-in on goals and provide accountability. Are they on track? Do they need any adjustments?
Ask engagement questions like, “What can I do to better support you?” This will give employees space to voice their needs and help you remove roadblocks.
The key here is balance. These meetings should feel supportive, not like an interrogation. It’s about ensuring they have what they need to do their job well while feeling empowered.
One of the most impactful parts of a 1:1 is discussing what’s next for your employee. Ask, “How is this job preparing you for your future goals?” and, “How can I support you in your long-term plans?”
This signals that you care about more than just today’s tasks. You’re invested in their growth, career progression, and overall success. Employees who feel like their future is valued are more likely to be engaged, motivated, and committed to your team’s success.
1:1s are the real magic sauce to get your team productive and engaged. If you’d like further support, here’s my free 1:1 outline with a possible agenda you can use.
Why Good Feedback Matters
Feedback is the key to growth, engagement, and employee retention. No one improves without clear guidance on what’s working, what’s not, and why. When feedback is meaningful and constructive, it creates a culture where employees feel valued, supported, and motivated to do their best work.
Research consistently shows that employees thrive when they receive regular, effective feedback. Consider these findings from Gallup and WorkHuman:
Employees who receive meaningful feedback are 5x more likely to be engaged at work.
They are 57% less likely to experience burnout, reducing stress and improving overall well-being.
They are 48% less likely to be actively job hunting, meaning they are more likely to stay and grow with your company.
These numbers make it clear that giving effective feedback isn't optional if you want to keep your best people. It’s essential.
Encouraging Your Employees
One of the most effective ways to develop your employees is to empower them to find solutions on their own. Instead of immediately providing answers, encourage critical thinking by asking open-ended questions that guide them toward their own conclusions.
When an employee comes to you with a challenge, resist the urge to give a quick fix. Instead, try asking open-ended questions, exploring their ideas by asking, “What do you think the best solution might be?” and helping them work through the issue rather than solving it for them.
This approach takes more effort upfront, but the way off is worth it. Over time, employees become more confident and capable of making decisions independently and on their own. This builds confidence and saves you time in the long run, freeing you up to focus on bigger priorities.
Next Steps
One-on-one meetings are one of the most valuable tools a supervisor has to build trust, boost engagement, and support employee growth. When done with intention, these conversations go beyond status updates to create an environment where employees feel seen, heard, and valued.
By structuring your meetings thoughtfully, you will build a stronger, more engaged team. Check in personally, provide meaningful feedback, discuss future goals, and encourage independent problem-solving.
If you want to take your 1:1s to the next level, start by applying these strategies and focusing on what matters most: connection, development, and support. Your team and organization will be better for it.
Want a ready-to-use template for your next 1:1? Download my free guide.