by jan | Sep 1, 2026 | Blog, One-on-One meetings
Employees with strong I, or Influence, tendencies may bring energy, conversation, ideas, and relationship awareness into their one-on-ones. They may enjoy talking through possibilities and can sometimes process their thinking verbally rather than arriving at a fully... by jan | Sep 1, 2026 | Blog, One-on-One meetings
People with strong D (Dominance) tendencies often prefer direct, purposeful, results-focused conversations. In a one-on-one meeting, they may grow impatient with unnecessary detail, vague questions, or discussions that don’t lead to a decision. That does not... by jan | Sep 1, 2026 | Blog, One-on-One meetings
Most managers eventually discover that the same one-on-one approach does not work equally well with everyone. One employee may want a direct conversation that moves quickly to decisions. Another may think out loud and need time to explore ideas. Someone else may... by jan | Aug 31, 2026 | Blog, One-on-One meetings
One-on-one meetings should create space for honest conversations, feedback, support, and growth. Yet, they can easily become uncomfortable. A manager asks, “How are things going?” The employee says, “Good,” and suddenly both people are staring... by jan | Aug 28, 2026 | Blog, One-on-One meetings
A productive one-on-one does not end when the meeting finishes. The real value often comes from what happens afterward. During a 1:1, managers and employees may identify a blocker, agree on a change in priority, discuss feedback, make a decision, or commit to a... by jan | Aug 28, 2026 | Blog, One-on-One meetings
One-on-one meeting notes should make future conversations easier, not create more administrative work. The purpose is not to record everything an employee says. Good notes capture the information that matters after the meeting, such as decisions, commitments,...