1 on 1s
General Tips
- Give feedback right away, don't wait for the 1:1 to provide feedback. Instead the 1:1 should be used to repeat the feedback and discuss action.
- Don't push your 1:1 for other meetings. If you need to reschedule, try to give as much time as possible. And never don't show up for a 1:1 or send a message right before.
Approaches
Walking meetings
I'm a big fan of walking meetings. While I don't recommend it for every 1:1, it's important to get out of the office and have a more personal chat every so often.
If you want to do a walking meeting, make sure to let your team member know ahead of time so they can plan for the walk. They can also let you know if they have any agenda items that require a computer or a deeper conversation.
5 things to discuss [1]
Bill Campbell, executive coach at Google, suggests having the manager and team member bring 5 things to discuss. At the start, they'll review the lists and prioritize discussing items on both lists.
If there are few shared items on the list, the manager needs to review the priorities of the team and how they are being communicated.
After reviewing the shared items, Bill suggests breaking up the rest of the 1:1 into 4 sections:
- Performance – Review the metrics and data related to their performance and impact.
- Relationships - Discuss the state of relationships with peers and what the manager can do to help, focus on any roadblocks.
- Growth - Help the team member grow their skills in their craft and leadership.
- Innovation - Push the team member to think ahead, ask hard questions, review the industry, and talk about best practices.
Square's 1:1 Framework
Partnership Agreement
Team Member Expectations
- I’m at my best when: I have plenty of heads down project-work time, but can ping someone for quick zoom sessions to discuss. I also appreciate knowing when things I’m doing land well. I’m better at work if I can get exercise in twice a week and turn off after Xpm.
- My preferred place or format for one-on-ones: I think best (outside on a walk, by a whiteboard, ...), can we have our one-on-ones there...
- Areas I want to develop: I'd love coaching on [...]
- Development discussions: I’d like to discuss progress towards my career goals by (format]) every (frequency)
- My preferred feedback style and cadence: I do best when I receive lots of reinforcement on what’s going well, but also want to know where I can improve. I prefer timely and concrete feedback. The easiest way for me to receive it/ is (in person, over slack, email, etc) in (direct, sandwiched, etc) style.
Manager Expectations
- Goal for one-on-ones broadly: I’d like these one-on-ones to make you feel supported and heard. I want you to come away feeling like you can tackle the most important problems on your plate, and I’ll be there to back you up. Please raise any blockers you’re seeing towards your progress. We’ll also use these one-on-ones as a place to give encouragement and feedback (both ways!) and check in on your career growth (at the cadence you prefer).
- My expectations of you: I expect you to set your own agenda, track your own notes, and manage follow-ups from our one-on-ones. I will add thoughts from time to time, but the agenda is primarily yours. I’d love for us to figure out the right cadence for more in depth feedback, but please plan to give me feedback on what you need more of or less of from me each week.
- One of my weaknesses is: [...] so please call me out if you see that happening
- Feedback from you: Each time we meet I'll ask what you need more of and less of from me so I can adjust to best support you. I prefer to receive feedback in this way [...]
Shared Expectations
- Cadence: Let’s do our best to meet every [...]. If one of us has a conflict we will (reschedule, cancel).
- Agenda: The agenda for each one-on-one should be set by (time) before our meeting by (team member and/or manager).
- Topics: Every (insert time), we will review goals in Development and every (insert time) we will review performance in the Peer Reviews section.
- Feedback: Let’s give each other feedback in (style) way and (type of) form
- Wins: Let’s celebrate wins in this way [...]