Tools
The Whole-Person Approach
To lead others with this human-centered mindset, it is helpful to first reflect and understand what drives or deters your …
One-on-ones play a critical role in every workplace. One-on-ones are so important, in fact, that employees who have regular meetings with leaders are three times more likely to feel engaged. It’s during 1:1 meetings that employees are given an opportunity to express their concerns, ask questions about their progress and receive constructive feedback.
For leaders, it’s a chance to confirm an employee’s Performance Readiness® level, or their ability and willingness to perform a specific task, so they can adjust their approach to give their employee the appropriate amount of support and direction. One-on-ones also give leaders space and time to clarify expectations, align on goals and connect with employees on a personal level beyond talking about to-do lists and deliverables.
Using one-on-ones to only chat or discuss project updates isn’t enough to ensure they’re beneficial. To hold effective 1-on-1s, leaders must ask the right questions. The answers to these questions help leaders determine how to best support employees based on individual needs.
The questions leaders ask during one-on-ones directly influence what they and their employee get out of the conversation.
If the leader’s goal is to address a performance issue, the questions they ask during 1-on-1 meetings can help them uncover the root cause, identify potential solutions and create a plan for improvement. If the leader’s goal is to help the employee grow within the company, the questions they ask can help them uncover the employee’s goals and aspirations long-term.
Whatever the goal may be, the right questions can help leaders and their teams get the most out of their 1:1s. Here are five questions leaders can ask during 1:1s to create the kind of meaningful dialogue that drives real results:
Opening the meeting by checking in on how an employee is doing, in-and-outside of work, helps to build rapport. It also sets the stage for a more informal, human-centered meeting, where leaders can show they care about employees’ well-being and employees are safe to express their feelings, concerns or ideas.
By asking how an employee is doing overall, leaders get to practice active listening and emotional intelligence skills. It’s also a chance for leaders to get a sense of an employee’s morale and energy levels.
While this question is important, leaders don’t need to spend too much time on it. According to behavioral scientist Jessica Wisdom, talking about life outside of work is a lower priority to employees than leaders may think. Still, checking in is a good way to maintain personal connection and uncover any major life events that could be impacting employee performance.
This question allows leaders and employees to celebrate a recent win together and sets a positive tone for the meeting. Leaders can take the opportunity to recognize the employee’s accomplishments and praise them, which is crucial for boosting engagement, morale, performance and retention.
According to Gallup, employees who do not feel recognized are twice as likely to say they’ll quit. Gallup data also shows that recognition is most effective when authentic, honest and individualized. One-on-ones offer leaders the opportunity to recognize employees regularly in a genuine, personalized way, so they can make sure their employees feel seen, valued and committed.
Asking about any challenges the employee is experiencing opens the door to collaborative problem-solving. It also allows leaders to gauge an employee’s Performance Readiness® level for a task.
For example, if a team member says they are struggling with new software, they’re probably not ready for a project managed in the software. Likewise, if they’re feeling overwhelmed by their current workload, they may not be willing to take on new tasks, and giving them additional responsibilities could lead to burnout or make them feel unheard.
In any case, asking about challenges allows leaders to uncover roadblocks their team members may need assistance with.
This question shows that leaders aren’t just there to give directives. They are available to offer support. Asking this question creates space for open, honest communication where employees can feel comfortable giving feedback and expressing what they genuinely need to overcome performance or productivity obstacles. In other words, leaders don’t have to make guesses and can instead offer the exact level of support an employee needs to feel successful.
Employees expect and desire career growth opportunities. Yet, only 46% of employees feel supported in growing their careers at their organizations, according to Gartner.
Leaders can use one-on-ones to discover their employees’ career goals and demonstrate that they’re invested in supporting their professional development and growth. This, in turn, can make employees feel appreciated and motivated to stay.
While the above questions are a starting point for building relationships and evaluating employee engagement and performance, the best questions are tailored to the individual. Every employee is different and has different needs. By asking questions specific to the individual and their needs, leaders can meet employees where they are and provide the right level of support and direction.
If there’s anything that helps employees feel more motivated, committed and valued, it’s meaningful conversations with their leaders. One-on-ones are those vital opportunities for leaders to build personal connections and show employees they’re more than task-doers. Asking the right questions can help them do just that.
Equip your leaders with the skills to hold impactful one-on-ones with The Center for Leadership Studies. Our Effective 1:1s course teaches leaders key strategies and best practices to conduct effective and personalized one-on-one meetings. Get started today!
