Stop Treating 1:1s Like a Chore – They’re Your Most Powerful Tool

If you’re leading a team, your 1:1s are one of the most valuable hours you’ll spend in any given week. Done well, they build trust, unlock performance, and create a culture where people feel seen, supported, and stretched. Done poorly (or skipped altogether) they erode engagement and leave your team guessing what good looks like.

At VB&A, we often see 1:1s that have become transactional: a quick download on tasks or updates that could have been an email. But a truly great 1:1 is about so much more than that.

Why 1:1s Matter

For you, the manager:
They’re your best opportunity to lead, not just manage. You gain clarity on what’s working, what isn’t, and where your time is best spent. They help you spot issues early and build genuine connection.

For your direct report:
It’s their dedicated space to share, reflect, problem-solve, and feel supported. A consistent 1:1 shows you value them as more than a task-doer; you see them as a person with ambitions, ideas, and potential.

For the organisation:
When 1:1s are part of the culture, performance improves. People are clearer, more aligned, and more motivated. The result? Stronger bench strength, higher engagement, and better business outcomes.

VB&A’s Top 5 Tips for Excellent 1:1s

1. Have a Clear Structure
   A 1:1 doesn’t need to be formal, but it does need to be intentional.
   Try a simple structure that covers:
   • What’s going well
   • What’s getting in the way
   • Development and career focus
   • Feedback (both ways)
   • Forward actions or support needed
2. Contract Around Roles and Expectations
   Agree how you’ll both use the time. Is this a coaching conversation? A check-in? A development space? Setting shared expectations prevents the 1:1 from slipping into a to-do list review.
3. Make Space for Development
   Every 1:1 should include a moment to look beyond the day-to-day. Ask:
   • “What’s stretching you right now?”
   • “What do you want to be known for this year?”
     These questions keep career and growth conversations alive.
4. Encourage Feedback, Both Ways!
   1:1s are the ideal place to normalise feedback.
   Model it by asking for input on your leadership: ‘What’s one thing that I could do to add more value to you?’
   This builds trust and psychological safety.
5. Never Accept ‘I Have Nothing to Talk About’
   If your 1:1s are purposeful and well-structured, there’s always something to discuss whether that be priorities, progress, learning, challenges, wellbeing, ideas, or aspirations.
   The best 1:1s leave both people thinking, ‘That was worth my time.’

What’s the Commercial Payoff

When your people are aligned, clear, and motivated, you build organisational bench strength – capable, confident teams who can step up, think ahead, and deliver results. That’s not soft stuff, that’s smart business.

A Final Thought

Your 1:1s aren’t a cost, they’re an investment. An investment in trust, clarity, capability, and connection.

So before your next 1:1 (either with your own manager, or one of your direct reports), ask yourself:

• What’s working well in these conversations?
• What could I add to make them even more valuable?

…and most importantly, ask yourself NOW – what action can I take today to make my next 1:1 count?

VB&A helps leaders and organisations strengthen their leadership capability, one great conversation at a time. If you’d like to explore how to elevate your leadership or your team’s 1:1 culture, we’d love to talk.

#LeadershipDevelopment #CoachingCulture #PeopleFirst #PerformanceThroughPeople #LeadershipExcellence #VBAInsights