1:1 meetings: their purpose & benefits

Data shows that 70% of the variance in team engagement is determined solely by the manager.* That makes regular face time between managers and their direct reports not just helpful, but critical to workplace success.

Routine 1:1 meetings build trust, spark development, and foster a culture of openness. While they should be structured and purposeful — not just calendar fillers — they’re key to driving long-term engagement and team success.

To help you get the most out of your 1:1 meetings, this comprehensive guide will explore their main purpose, the topics you should cover, and key questions to ask. We’ll also cover top benefits and common issues.
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Our customizable 1:1 meeting template can help you structure your 1:1s and make them more productive.

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*Gallup, 2024
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What are 1:1 meetings?

1:1 meetings are a type of workplace meeting where two team members — usually a manager and direct report — share positive and constructive feedback, discuss personal development opportunities, talk about performance, identify potential issues, and proactively address challenges. Managers choose to have them weekly, biweekly, or monthly.

‍Consistent 1:1 meetings build trust and work best when they’re organized and driven by a clear agenda. Structured conversations nurture meaningful progress on goals, performance, and career development. Today’s future-ready organizations use tools like Leapsome Meetings to support this structure — and with 90% of employees saying a clear agenda makes meetings more productive, it’s worth getting it right.
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What’s the main purpose of 1:1 meetings?

1:1 meetings serve a range of functions, but at their core, they exist to deepen engagement, promote employee satisfaction, strengthen manager-report relationships — ultimately, boosting performance and increasing employee retention. In fact, according to Learning & Development Director Kathleen Shaw: “If managers aren’t [holding 1:1s], and many aren’t,” she emphasizes, “that’s probably part of your engagement issue.”

1:1s also give managers the opportunity to:

• Conduct quick, simple check-ins — It can be challenging to get updates during group meetings when there are many people involved; some speak more than others, and individual updates can lead to tangents. 1:1s make the check-in process fast and focused.
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• ‍Hold private discussions — Meeting 1:1 gives reports a chance to share their opinions in a safe environment and discuss more sensitive topics like compensation and promotion reviews.
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• Set collaborative goals — 1:1 conversations allow managers and reports to discuss organizational and team goals and brainstorm employee development goals that fit into the picture.
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• Build empathetic working relationships — Giving people your full attention shows your investment in them and helps you build trust.
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• Foster a problem-solving mindset that leads to professional growth — When managers encourage their reports to bring up and discuss challenges, it helps uncover the root cause of issues and solve them faster, developing transparency and honesty within teams.
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Frequent check-ins are also crucial for remote teams that have fewer contact points with colleagues and managers. Research uncovered that 15% of offsite workers feel isolated, and 11% struggle to stay motivated. More opportunities to talk to managers can make employees feel more connected and involved.
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⚙️ Have your check-ins running like clockwork

Give your 1:1 meetings structure and purpose with our best-practice template.

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Topics to include in your 1:1 meeting agenda

Here are the main points that effective 1:1 meeting agendas should cover. Be sure to structure your conversations around them so the discussion is focused and productive.
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Goals & OKRs

Ensure individual goals aren’t drifting off the map by using 1:1s to clarify any doubts about individual, team, and personal objectives. Discuss how the employee is progressing on their individual career goals and take the time to reflect on wider organizational OKRs to show them how their work contributes. Besides giving feedback around goal progress, listen to your direct report’s feelings about how things are going and decide on any necessary adjustments together.
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💡 If your business uses goal management software like Leapsome Goals, you’ll be able to integrate development goal tracking, OKRs, and more into your 1:1 meeting agendas.

Feedback

1:1s are a perfect opportunity to exchange feedback. Managers can both give their input as well as ask employees how they can best provide support and how their leadership, team dynamics, or organizational culture could be improved. 

When developing a 1:1 meeting agenda, team leads should consider different communication styles. Some employees may find it easier to share specific feedback if they get advanced notice and are able to prepare ahead of time.

With team members who may not feel comfortable sharing direct opinions about potential issues at the company, you might explore anonymous feedback options, like surveys or Q&A boards.
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Learning & development 

1:1 meetings are a chance to find out how employees want to grow and coach them through what they need to get there. For example, they might work in marketing but want to make a lateral career move into coding rather than look into leadership development. Managers can also identify skills gaps and help employees find training opportunities to fill them. 

Combining a meeting tool with a competency framework can help team members see possible pathways through your organization so you can plot a career development course together. And if you use Leapsome, you can use our built-in AI capabilities to create tailored competency frameworks in minutes.
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Praise & recognition

Everyone deserves to have their efforts seen, and 1:1s are a perfect setting for managers to remind their reports that their work is valued. While public praise is powerful, recognition is most effective when blending shared and private experiences. Encourage managers to use specific examples so employees know what to keep doing in the future.
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“[I]t’s simply not the case that all managers are holding regular 1:1s. This is a cardinal sin. 1:1s are quiet, focused collaboration time for employees and bosses to connect.

It’s also the most important chance for you to hear from your employee, and it’s their time, not yours.”

‍― Kim Scott in Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity

12 impactful 1:1 meeting questions

We’ve put together our top best-practice questions for managers to use as a starting point when planning 1:1s. As every individual has different needs and preferences, it’s important to tailor your conversations to the context rather than using the phrases verbatim.
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For managers: questions to ask in 1:1s with employees

Managers can add versions of these questions to their 1:1 agendas. They can share them ahead of time so employees have a chance to explore their feelings and answer honestly and clearly.

• If you could change just one thing about our organization, what would it be and why?

• What’s one thing you learned since we last talked?

• What’s challenged you since we last talked?

• What do you think our product is missing? Do you have any ideas on how to improve it?

• How do you feel during your work days?‍

• Which skills would you like to continue working on?
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For employees: questions to ask in 1:1 meetings with managers

Team members may struggle to make the most of manager meetings if they’re shy, new to the company, or have had bad experiences with previous employers. You can provide sample employee 1:1 questions like those below to empower team members to ask questions and share their opinions. 

It’s a good idea for direct reports to add points to the agenda for 1:1 meetings with managers. Taking this extra time can make discussions more productive and collaborative as the other participant has a chance to consider the topics and prepare for a meaningful conversation. 

Managers can also offer team members positive reinforcement on their choice of talking points before the meeting to alleviate any concerns about bringing up topics for discussion.

• I’m having trouble with my responsibilities because I’m struggling with personal issues. Could you help me think of ways to balance my workload while I navigate this situation?
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• I’ve always wanted to mentor other employees. Now that we have a new sales hire, could I take on the responsibility of training them?
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• I’m not sure [colleague] and I are compatible as work partners for this project. Do you think I could do more independent work?
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• I feel like I’m spending too much time on this project, and my other tasks are being neglected. Is there a more efficient way for me to contribute?
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The long-term benefits of effective 1:1s

When regular 1:1 check-ins are part of your organization’s continuous performance management cycle, you can expect the following advantages over time:

• Increased productivity. When team members conduct consistent, structured 1:1 meetings, they can identify issues promptly, find solutions quickly, and work more effectively overall.
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• Time savings. Executives spend less time auditing their workforce as managers already get and document regular updates.
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• Greater transparency. If you encourage employees to open up about their needs, you’ll get more honest insights you can use to improve the organization.
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• A richer performance cycle. Employees and managers get used to speaking candidly with one another. They feel comfortable exchanging feedback and having performance-oriented conversations. They’ll also get better at asking the right performance review questions for employee development.
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• More inclusivity. 74% of employees say they’d benefit from companies trying to communicate in their preferred style. Regular check-ins allow managers to better understand their team members and tailor their language and approach to each report.
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• Improved soft skills. As 1:1s become standard, everyone practices and gets better at communicating, listening, collaborating, and being open to (and aware of) others.
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Leapsome empowers teams through 1:1 meetings

1:1 meetings are essential for growth, but only if they’re productive, collaborative, and organized. Leapsome Meetings helps teams run consistent, meaningful 1:1s that fuel employee development and business success.

Integrated with our comprehensive suite of people enablement tools, including Reviews, Goals, Surveys, and Learning (as well as an HRIS for core HR functions), Leapsome brings all performance, engagement, and development data into one place, making it easy for managers to prepare and stay focused. And AI-powered summaries capture key discussion points and decisions, helping teams work smarter. 

‍Because Leapsome knows 1:1s aren’t just another task — they’re critical spaces for support, feedback, and real impact.‍
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👏 Level-up your 1:1 meetings

Leapsome Meetings can upgrade your team’s meeting experience and design collaborative, action-driven agendas.

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FAQs about the purpose of 1:1 meetings

What are some tips for managers to run 1:1 meetings with purpose?

Whether you’re a new manager or just want to lead more valuable check-ins, here are our top tips to run 1:1 meetings with purpose:

• Create an agenda and make it accessible to the direct report ahead of time so they can come prepared.
  
  
• Ask open-ended questions (and prompt the direct report to raise their own) to support a two-way, collaborative discussion.
  
  
• Practice active listening by paying close attention to what the direct report says and acknowledging their points when you respond.
  
  
• Keep an open mind as you listen, as you may not understand the reasons behind recent challenges the direct report has experienced.
  
  
• Consider time zones and timetables so you can hold meetings when the direct report is best able to focus.
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How can I avoid common 1:1 meeting pitfalls?

Common 1:1 meeting pitfalls include using the conversation as a status update, skipping meetings, having infrequent meetings, and lacking clarity. Let’s discuss how to avoid and resolve these issues:

• Using 1:1s as status update meetings — Center the conversation on how things are going for the employee, how they’re feeling, and what kind of support or guidance they’d benefit from most. Try not to talk about specific projects or tasks, and if you do, don’t make them the focus.
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• Skipping meetings — Show how much you value 1:1 meetings and avoid canceling them as much as possible, even when workloads are high and there are other competing priorities. 
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• Having infrequent 1:1s — Schedule your 1:1 meetings at the same time and day each period, so you’ll always have a designated time to touch base. Irregular check-ins are less likely to provide meaningful support and resolve issues promptly. 
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• Lacking clarity — Prepare your meeting agenda with a tool like Leapsome Meetings, prompt your report to add their own agenda points, create a consistent template for your organization, and get team buy-in for why 1:1s are so valuable.
   

Being aware of and mitigating these problems is essential, as ineffective practices can cause team members to disengage from meetings or even avoid speaking with their manager 1:1 altogether.