Why Effective One-on-One Meetings Are the Key to Employee Engagement
Episode 16
Ever feel like your team is missing the mark—but you're not sure why?
The answer might be hiding in your calendar.
In Episode 16 of The People Success Circle, we explore how effective one-on-one meetings can transform performance, boost retention, and build stronger manager-employee relationships.
If you're an HR professional or business leader looking to lead with more clarity and connection, this episode is for you.
Listen in or read on for practical tips to level up your one-on-ones.
In Episode 16 of The People Success Circle, I share how to make the most of your one-on-ones and avoid common pitfalls that could be holding your team back.
The #1 leadership practice I’ve seen transform employee performance and morale
A real-world story of how ineffective communication nearly derailed a high-potential employee
Why effective one-on-one meetings are essential for employee engagement and retention
The 5 core benefits of regular check-ins—and what happens when they’re missing
My “Three C’s” framework for one-on-one success: consistency, content, and connection
Common pitfalls leaders make in one-on-ones (and how to avoid them)
Simple tools to create shared agendas and boost two-way communication
🎧 Tune in or keep reading for powerful strategies you can apply in your workplace right away!
🔗 Helpful Links
🌐 Mindy’s website for business consulting: https://www.limerockcareerco.com
🎧 Listen to the podcast on Spotify, Apple Podcasts
Episode 16: Watch or Listen
Key Takeaways From Episode 16
Consistent One-on-One Meetings Build Trust
When leaders show up consistently for one-on-one meetings, it sends a clear message: “You matter.” Regular check-ins create a foundation of trust—not just in work performance, but in the relationship itself. Your team needs to know that their time with you is protected and prioritized.
Engagement and Retention Start with Communication
Employees who have effective one-on-one meetings with their managers are three times more engaged in their work. These check-ins reduce frustration, catch issues early, and help align expectations—before small miscommunications turn into bigger problems.
Use Shared Agendas to Clarify Priorities
One of the most common performance gaps I see comes from unclear expectations. A shared agenda—kept in a calendar invite, Google Doc, or Notion board—helps both leaders and employees stay on the same page. It’s a simple habit that eliminates surprises and keeps progress moving.
Focus on Development, Not Just Deadlines
Your one-on-ones shouldn’t just be about tasks—they should also include space for coaching, feedback, and long-term career goals. Employees stay longer when they feel seen, supported, and invested in. Don’t miss the opportunity to help your people grow.
Start with a Human Connection
Begin each one-on-one with a well-being check. Ask open-ended questions like “What’s been challenging lately?” or “What’s something worth celebrating?” These moments of connection deepen trust and create psychological safety, which is essential for high-performing teams.
People First, Profits Follow
If you’re struggling to get leadership buy-in, here’s what I remind my clients: when the people side of the business isn’t working, everything suffers. Sales, service, retention, culture—it’s all connected. When you invest in your people, you build the foundation for long-term success. And it all starts with seeing what’s really going on behind the curtain.
🎧 Want the full story, examples, and action steps?
Listen to the full episode of The People Success Circle for more insights on building a thriving culture that drives results.
Read the full transcript
Mindy:
What if there was one thing you could do to elevate your leadership and the way you manage people? Well, as a human resources leader of over 25 years, I believe there is something you can do—and that is the topic of today’s episode. We’re going to talk about the importance of an effective one-on-one conversation with your employee, and we’re also going to talk about the way to do that.
After observing and teaching people how to do effective one-on-ones for so many years, I’ve realized that this is the topic that will change the way you lead—if you do it right. So I’m going to jump in and tell you all about it.
One of the things that happens for me as an HR leader is that people come to me and say, “I have an employee who’s not performing.” In one situation, there was a guy who was a leader in our organization—his name was Brian. He came into my office one day, sat down, and seemed super frustrated. He said, “Mindy, I am trying so hard to connect with Tiffany,” one of his employees. “I just can’t. I think she has potential, but I’m not really seeing it. It’s not that she isn’t trying, but I’m just not getting the quality of work I expected. She seemed so much better when I hired her.”
As an HR leader, I’m trained to ask a lot of questions, peel back the layers, and figure out what’s really going on. After talking to Brian for a while, I realized they weren’t connecting. They weren’t setting aside time each week to level set—to ensure that Tiffany knew exactly what the expectations were. And also, time for Tiffany to ask questions and clarify that she knew how to do her job.
This was really the case of the missing one-on-one conversation. Over the years, I’ve found this to be the root of so many performance problems: lack of communication. I want to talk to you about how we can fix that pretty simply, without spending a lot of money, and in a way that increases employee engagement.
We know that when one-on-one meetings are done regularly and done right, they build trust, improve communication, and provide a consistent space for coaching, feedback, and alignment. That’s so important for someone to succeed.
I'm going to continue talking about Brian and Tiffany and their working relationship as I go on in this episode. But let’s start by really understanding why one-on-one meetings are so important. We know they build trust, improve communication, and create a space for two-way feedback. When done well, they increase employee engagement, reduce turnover, and drive better performance for the team.
Let’s look at some of the stats. It’s easy to say they increase engagement, but Gallup has actually studied this. Gallup has shown that employees who have one-on-one meetings regularly with their manager are three times more engaged in their work. That’s huge. Another stat from Gallup tells us that employee engagement is at an all-time low in the U.S. and globally. So one-on-ones are one of the best ways to increase engagement. Again, three times more likely that an employee is engaged when we take the time to do one-on-one meetings.
When done right, one-on-one meetings can improve five different things. The first is trust and relationship—not just trust in someone’s work, but trust that the leader will show up when they say they will, and that the time is protected to foster a relationship and two-way communication. This also increases psychological safety. When employees feel heard, supported, and seen, they do better work.
In Brian and Tiffany’s case, they weren’t having regular one-on-ones. It was like two ships passing in the night. Sure, he would stop by her office or cubicle and say, “Hey, how are things going?” But that doesn’t replace a one-on-one. That’s just a pass-by conversation, not a dedicated time to talk.
The second reason one-on-ones are important is that they boost engagement and retention. Like I said, employees are three times more likely to be engaged when they have quality communication with their boss. These consistent check-ins help catch issues early. Without them, frustration builds—just like it did for Brian. He thought Tiffany wasn’t performing, but she just needed more support, clarity, and direction.
The third reason is they clarify expectations and priorities. When an employee is working on what they think is important but it doesn’t align with what you think is important, that’s a miss. Regular one-on-ones give us the chance to align, especially because things change quickly in every workplace—whether you're in an office, a restaurant, or a retail store.
Next, they create space for coaching and growth. Employees who feel their manager cares about them and their development stay longer. They’re more loyal. Training and development is one of the best retention strategies, and one-on-ones are a great opportunity to discuss career growth, give feedback, and recognize wins.
The last reason is that they drive team and organizational performance. When someone is confused about what they’re supposed to be doing or unsure if they’re meeting expectations, it affects the whole team. Regular one-on-ones make sure everyone knows what good performance looks like and how to achieve it.
Going back to Brian and Tiffany—when we peeled back the onion, we saw they weren’t communicating. Tiffany felt like she wasn’t getting her boss’s attention. Brian thought she had been trained and should be performing. But they weren’t aligned, and the only thing that could fix that was better communication.
So let’s talk about the Three C’s that make effective one-on-ones: Consistency, Content, and Connection.
The first is consistency. I see it all the time: leaders start strong and say, “We’re going to do weekly one-on-ones,” but then something happens—a sick child, a vacation, a business emergency—and the habit breaks. When that happens, it’s hard to get back into rhythm. If you must skip a one-on-one, reschedule it immediately. Don’t let it slide.
The second C is content. What do you talk about? Weekly might sound like a lot, but it helps keep things aligned and gives flexibility. Even short meetings can be impactful. Both the employee and the supervisor should contribute to the agenda. Keep a shared list of topics, ideas, questions, and wins—either in a calendar invite, a Google Doc, or a Notion board. Avoid surprises and keep communication two-way. Ideally, the employee should be doing most of the talking—think 70/30.
The third C is connection. Start every one-on-one with a well-being check. Ask open-ended questions like, “How are you doing?” or “What’s your stress level lately?” Maybe ask, “What wins have you had recently?” These are ways to show that you care about them as a whole person, not just their output.
Let me also touch on some common pitfalls in one-on-one meetings. First, skipping or constantly rescheduling them. That sends the message that something else is more important. If you need to skip, always reschedule with intention.
Second, the manager talking most of the time. This is a big one. These meetings should be employee-driven. When it’s all top-down, you miss the chance to build trust.
Third, failing to write down or follow up on what was discussed. Use that shared agenda to track agreed-upon priorities, deadlines, and action items. It’s a reference point that gives your employee a clear roadmap—and it helps you both stay accountable.
And finally, ignoring growth and development. You have a standing appointment—use it to ask your employee what they want to work on, what challenges they’d like to take on, and where they see themselves in the future.
As I wrap up this episode, I want to give you a final glimpse into Brian and Tiffany’s story. Once Brian realized the issue was communication—not performance—he began having regular, effective one-on-ones. It didn’t take long for Tiffany to turn into a high performer. She just needed clarity, feedback, and support.
We know that the most important conversations are the ones we take the time to have regularly. They don’t need to be perfect—supervisors just need to be present. Make your one-on-ones a habit, not a reaction to poor performance. Because if they’re only happening after problems arise, you’ve already missed your opportunity for peak performance.
Show up with consistency, curiosity, and care—and your employees will do excellent work.
If you enjoyed this episode, please do me a big favor and leave me a review. It helps my podcast get seen by more people, so we can build better workplaces together.
If this episode piqued your curiosity and you’d like to bring effective one-on-ones into your organization, just send me a DM on LinkedIn. I’d love to facilitate training for your team, either virtually or in person.
And last but not least, I have a new freebie for anyone who wants to elevate the people side of their business—it’s called the People Success Playbook. Click the link in the show notes to download your free copy today.
Thanks for joining me, and I’ll see you in the next episode.
