I used to look forward to my 1:1s. Not just because I had great managers (though I did), but because those meetings gave me what I often needed most: clarity and confidence.
We didn’t overcomplicate things. The structure was simple. But the consistency of our check-ins - and the openness of my managers - meant I had a regular space to ask questions, course-correct, get feedback, and keep moving forward.
In the end, those short meetings actually saved time. Because when I knew where I was headed, I wasted less energy second-guessing myself and got better results because of it.
So I wasn’t surprised to see this insight from executive coach and author Marcel Schwantes in a recent article for Inc.:
“One of the most consistent ways to inspire and motivate people is to clarify goals and expectations - and keep people abreast of those goals over time…The best solution? One-on-one conversations.”
— Expert Opinion by Marcel Schwantes, Inc. Contributing Editor, Executive Coach, Speaker, and Author (Published 7/21/25)
He’s right.
And Gallup’s research backs it up: not having clear goals and expectations is one of the top five reasons employees disengage - and one of the top reasons they leave.
If you’re a leader, here’s how to make sure your 1:1s aren’t just routine, but a cornerstone of employee engagement.
5 Ways to Make One-on-Ones Actually Work
1. Schedule them yourself - and keep them short.
You don’t need an hour. Even 15–20 minutes can be powerful. When the manager takes the lead in scheduling, it shows commitment and care.
2. Let the employee set the agenda.
This might feel backward at first, but it empowers your team member to take ownership of their growth and priorities. As Schwantes notes, this only works when trust is already present, but when it is, this shift can be a game-changer.
3. Start with their priorities.
After all, they brought the agenda. Once their items are covered, you can share updates, expectations, and feedback. A helpful framework?
- What have you accomplished?
- What are you working on?
- Where do you need help?
(That last one? That’s servant leadership in action.)
4. Zoom out from the status update.
Use this time to coach, connect, and align. What’s going well? What’s not? What would success look like in the next few weeks? Don’t miss the opportunity to deepen the conversation.
5. Always clarify next steps.
Leave the meeting with shared clarity: who’s doing what, and what support is needed? For newer employees, weekly 1:1s may be best. For seasoned team members, biweekly can work well. Either way, consistency builds trust. And if you, as the manager, committed to following up on something - circle back. Even a quick update builds trust and reinforces that you follow through on what you say you'll do.
Here’s the bottom line:
Done well, one-on-ones are more than a meeting. They’re a signal of trust, respect, and partnership. They improve clarity, save time, increase retention, and boost engagement - without a single extra software tool or complicated strategy.
If you’re not sure where to start, start here.
Because engagement doesn’t happen in a vacuum - it happens in conversations.
Want to make manager development easier - and more impactful?
At Spark Engagement, we help organizations design strengths-based systems that support real engagement, starting with better leadership habits. Let’s talk about how we can support your managers and teams with research-backed coaching, tools, and strategies that work.
