{"id":74650,"date":"2022-05-27T11:14:53","date_gmt":"2022-05-27T09:14:53","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=74650"},"modified":"2026-03-27T13:08:10","modified_gmt":"2026-03-27T11:08:10","slug":"one-to-one-meeting","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/one-to-one-meeting\/","title":{"rendered":"Managing a One-to-one Meeting: The Definitive Guide"},"content":{"rendered":"

A study found that 71% of managers said that meetings are unproductive and inefficient.<\/a>\u00a0 Which begs the question: why should any manager dedicate time for one-on-one meetings with each of their direct reports?<\/p>\n

It turns out, for many successful managers, one-on-ones are the number one way to find out what kind of problems their team is facing. In fact, a well-organised one-on-one meeting can be the most effective tool when it comes to things like building trust, boosting job satisfaction, and promoting employee growth.<\/strong><\/p>\n

But like any kind of meeting, \u201cwell-organised\u201d is key.<\/strong>\u00a0 It is all too easy to mismanage and lose precious time. And when it comes to structuring these meetings, most managers don\u2019t know where to start. Which is likely the reason the majority of managers find their meetings unproductive.<\/p>\n

This article will help you have purposeful and well-structured one-on-ones that fit your and your team’s needs.<\/p>\n

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Table of Contents<\/p>\n