One-to-ones (or 1-2-1s) at work can seem daunting if you are not used to them. However, they are a really vital part of your relationship with your manager and your development as an employee, and you can get a lot out of them with a little know-how and preparation.
Read on and we will tell you everything you need to know about 1-2-1s and how to make sure they are beneficial for you.
What is a 1-2-1?
A 1-2-1 is a regular sit-down chat between an employee and a manager. They can serve as a check-in, a miniature performance review, and an opportunity for any issues to be raised. They can also give you an opportunity to talk about any training or support needs you might have, and give your manager a space to assign work, give feedback, and let you know about upcoming projects and priorities.
1-2-1s work best when they happen on a regular and predictable schedule. Some managers hold 1-2-1s as often as once per week, while others prefer to do one or two meetings per month.
What to Prepare Before Your 1-2-1
As with anything, you will get the most from your 1-2-1 if you are well prepared in advance. Your manager will also be far more impressed if you arrive prepared each time you sit down with them.
If you have weekly 1-2-1s, it can be helpful to keep an ongoing list of discussion points, questions, and issues you’d like to raise with your manager. If your 1-2-1s are less frequent, take some time a few days beforehand to write down anything you would like to talk about.
Things you should think about before your 1-2-1s include:
- How are things going generally?
- Does your workload feel manageable? Do you need something taking off your plate or do you have space to take on more tasks?
- Do you have any questions about any of your tasks or projects?
- What feedback do you need on any work you have completed recently?
- Where are you focusing your time and energy, and does this line up with your manager’s expectations?
- Are there any problems at work that you need your manager’s input to handle?
- Do you need any additional training or support in any areas?
- Is there anything you’d like to learn more about or any areas where you would like to take on more responsibility?
Taking Feedback Well in 1-2-1s
Getting feedback is an important part of being an employee and growing in your career. However, many people struggle with knowing how to take feedback well. This can include positive feedback as well as negative!
When your manager gives you positive feedback, accept it graciously and say thank you. Don’t try to downplay your contribution or brush off the praise. You’ve earned it! If someone else helped you, you can comment on this. For example, you might say, “Thank you so much. I got a lot out of working on that project and I’m glad you were happy with my work. Jane’s support was invaluable and she made a big contribution, too.”
If your manager gives you negative feedback, resist the temptation to push back against it, defend yourself, or make excuses. A criticism of your work is not a criticism of you as a person, and constructive feedback is how we grow as individuals and as employees.
Instead, thank your manager for bringing the issue to your attention and let them know what you will attempt to do differently next time. If you need clarification on any aspect of their feedback, don’t be afraid to ask for it. Use positive and engaged body language to show that you are listening, make notes if appropriate, and most importantly, remember that feedback is a gift that can help you to do better in the future.
Raising a Problem in Your 1-2-1
Raising a problem with your manager can feel daunting. However, your 1-2-1 is the perfect time to do so as you have your manager’s undivided attention and a private space to talk.
It is always best to raise problems while they are still small. Addressing small issues can prevent them from becoming big issues down the road. Don’t worry about bringing something too small to your manager–if it is bothering you or causing issues with your work (or might do in the future), it is worth raising.
The best way to bring up a problem is in a matter-of-fact and unapologetic way. Stick to the facts, don’t apologise for bringing the issue to your manager’s attention, and ask straightforwardly for what you need from them.
Here’s a possible script for one issue that you can use or adapt as needed: “I wanted to talk to you about my workload. I’m finding myself feeling overwhelmed and staying late to get everything done, which isn’t sustainable for me. Is there any way we can reprioritise or take a few things off my plate so that I can focus better on my core job tasks?”
Reflect on Your 1-2-1 Afterwards
After your 1-2-1, take a few minutes to reflect on what you discussed, what you took away from it, and any action points to implement before your next 1-2-1 meeting. You might even keep a specific notebook or a document on your computer for your 1-2-1 notes so that you can keep them all in one place.
If you think of any more questions or have any concerns that come up after your 1-2-1, you can always email your manager to ask them about it.
Most Importantly, Don’t Worry
1-2-1s should not be scary. They are an important part of developing you as an employee and maintaining a good relationship with your manager. So don’t worry. Just do your preparation, keep an open mind, be honest, and be receptive to what your manager has to say.
