A one-on-one (a.k.a. 1-on-1) is a dedicated space in your calendar for you to connect with your manager or the person you are reporting to. Most importantly, it’s an anticipated moment where you can ask in-depth questions, receive coaching on your strengths and weaknesses, and receive/provide feedback — three things you might not be able to do in a public space or at a team meeting.
The fundamental reason the one-on-one exists is to give a platform to the direct report to allow them to communicate to their manager
It allows you to set priorities, be coached on them, and develop a common base of information – which will help you stay in sync and produce better results. One-on-ones make both managers and team members 10X more productive.
Relationships can’t be built over the course of one day. Just like you can’t expect to get to know a partner (or friend) if you see them only once or twice a year, you can’t expect to develop a good relationship with your manager if you only sit down with him for yearly or quarterly performance reviews.
One-on-ones empower you to discuss and fix issues proactively before they become full-blown problems. From helping you solve some issues to allowing you to be coached, one-on-one meetings can help you defuse bombs before they explode. The meeting should cover anything important that has happened since the last meeting: current problems, people problems in general, and-very, very important-potential problems.
Imagine getting an email from your boss saying “we need to talk.” Unsurprisingly, receiving an email like that would cause many of us to freak out a little, and immediately think that we are in trouble (or the feeling of being sent to the principal’s office…). To try and prevent these mini heart attacks, you can exchange feedback during your regularly scheduled one-on-ones. They are the ideal scenario to give feedback about the company, the team, and your manager. Similarly, they’re the perfect moment (a private, face-to-face conversation) to receive helpful feedback on your performance.