Well-run 1:1s triple employee engagement and reduce turnover, according to Gallup research. Ask open-ended questions about the whole person, not just projects. Kim Scott's Radical Candor framework combines caring personally with challenging directly, building psychological safety and ownership when paired with concrete follow-up actions.
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Let's talk about one of the most underrated tools in your leadership toolkit: the one-to-one meetings. According to Gallup, when done right, one-to-ones can lead to employees being 3 times more likely to be engaged, boost productivity, and make them less likely to leave their jobs. But how do you make them effective? The answer is simple, but not always easy. Author and communication expert Celeste Headlee emphasizes the power of asking open-ended questions and genuinely checking in. She suggests focusing not just on deliverables, but on the whole person, such as checking in on their well-being, goals, challenges, and most importantly, taking the time to celebrate their wins. Instead of asking, "How's the project going?" try questions like, "Are you working on anything that excites you right now?" "Is there anything getting in your way that I can help remove?" and "What's something you're proud of that might have gone unnoticed?" Celebrating small wins, whether it's a resolved client issue, meeting a tight deadline, or stepping up in a team project can reinforce motivation and make people feel seen.
This isn't just about being nice; it's strategic. In her book, Radical Candor, Kim Scott breaks down a management style that's all about caring personally and challenging directly. That means being honest, but doing it with empathy. For example, you can say, "I noticed your presentation didn't land as well as it could have." "Can I share some thoughts on how to make it stronger next time?" But here's the key: listening alone isn't enough. You need to act on what you hear. If someone says they're struggling with a tool, offer training. Or if they're interested in public speaking, get them a slot in the next team update. When employees see their feedback implemented, even in small ways, it tells them their voice matters. This builds psychological safety, loyalty, and ownership.
So here's your takeaway: Show up. Ask better questions, listen without interrupting, and take action on their input. Do these consistently, and you'll transform your one-to-ones from routine catch-ups into powerful conversations that inspire growth and connection.
