What Your Employee Needs From You in Their Next 1:1

1:1 meetings are a cornerstone of great leadership—a dedicated space to support, align, and empower your team members. While employees are encouraged to take ownership of these conversations, the responsibility doesn’t rest solely on their shoulders. As a manager, your role in shaping the 1:1 experience is equally vital.

To create a meeting that is truly impactful, it’s essential to approach your 1:1s with empathy, preparation, and intentionality. Here’s what your employee needs from you in their next 1:1—and how you can step up to meet those needs:

1️⃣ A Safe Space for Open Dialogue

Your employee needs to feel they can speak freely about their challenges, ideas, and aspirations without fear of judgment or negative repercussions. A 1:1 is a two-way conversation, not a performance review, so creating psychological safety is key.

What to Do:

• Start with a check-in: “How are you feeling this week?” or “What’s been on your mind lately?”
• Actively listen without interrupting or jumping to conclusions.
• Normalize vulnerability by sharing your own challenges when appropriate.

When employees feel heard, they’re more likely to open up about what’s holding them back or what’s inspiring them to push forward.

2️⃣ Clarity and Context

Your employees thrive when they understand how their work aligns with the bigger picture. Use the 1:1 as a chance to provide clarity around priorities, team objectives, or organizational goals.

What to Do:

• Share updates from leadership or the company that directly impact their work.
• Help them prioritize tasks if they’re feeling overwhelmed or unclear.
• Tie their contributions to broader team or company outcomes, reinforcing their value.

For example: “Your work on [specific project] directly supports our quarterly goal of [objective], and it’s making a huge difference.”

3️⃣ Actionable Feedback

Growth-oriented employees crave feedback—both positive and constructive. They rely on you to provide insight into what they’re doing well and where they can improve. But feedback needs to be specific, actionable, and delivered with care to be effective.

What to Do:

• Offer concrete examples: Instead of saying, “You’re doing great,” say, “Your presentation on [topic] was clear and well-structured—it set the team up for success.”
• Frame constructive feedback as opportunities for growth: “One area I’d like to see you focus on is [specific skill or behavior]. Let’s explore how I can help you with that.”
• Encourage self-reflection by asking, “How do you think [specific task or project] went?”

Make feedback a regular part of your 1:1s so it becomes a natural and valuable aspect of your conversations.

4️⃣ Support and Resources

Sometimes, employees need more than encouragement—they need tangible support to tackle challenges, develop skills, or reach their goals. Your role is to help remove roadblocks and connect them with the tools or resources they need to succeed.

What to Do:

• Ask directly: “What do you need from me to make progress on this?”
• Offer mentorship or learning opportunities, such as training programs or shadowing experiences.
• Advocate for them when they need input or resources from other teams.

By showing that you’re invested in their success, you reinforce trust and loyalty.

5️⃣ Recognition and Encouragement

Everyone appreciates being recognized for their hard work, and a 1:1 is an excellent opportunity to celebrate wins—big and small. Recognition boosts morale, strengthens relationships, and reminds employees of their impact.

What to Do:

• Highlight specific achievements: “Your leadership on [project] was outstanding, and it didn’t go unnoticed.”
• Acknowledge personal growth: “I’ve seen you make real progress in [specific area], and I’m impressed.”
• Celebrate team contributions: “Your collaboration with [team member] really drove this forward. Great work!”

Ending the 1:1 on a positive note leaves your employee feeling valued and motivated.

Final Thoughts: Lead with Empathy and Intent

A successful 1:1 isn’t just about ticking boxes—it’s about building trust, fostering growth, and showing your team that you genuinely care about their success. By providing a safe space, offering clarity, delivering feedback, supporting their needs, and recognizing their achievements, you create an environment where employees feel empowered to thrive.

Remember: Your presence and engagement in a 1:1 sets the tone. When you approach these conversations with empathy and intent, you’re not just managing a team—you’re leading people toward their full potential.