Stop Canceling Your 1:1s—You’re Missing the Good Stuff

Of all the meetings that get punted around the calendar, there’s one that seems to always be up for grabs: the one-on-one.

Maybe the client call went long. Maybe your to-do list exploded. Maybe you got stuck in your condo. Maybe someone just didn’t feel like small talk today. We’ve all been there.

But when this meeting keeps getting pushed, ghosted, or half-showed-up-for, it’s more than a missed check-in. You’re losing trust, momentum, and a golden opportunity for growth—for both managers and employees.

What a One-on-One Should Be (Spoiler: Not a Status Update)

We’ve treated one-on-ones like a manager’s responsibility for a long time. They set the agenda, they ask the questions, they drive the conversation.

But the most impactful 1:1s? The ones where employees take the lead. Because when both people show up with intention, this meeting becomes a space to:

• Raise early concerns before they become real issues

• Get real-time coaching and career support

• Celebrate wins that might otherwise go unnoticed

• Build actual trust, not just swap project updates
  

And whether you’re running a 5-person team or leading a growing startup, building strong leadership habits around this meeting is one of the best things you can do for your culture.

🧠 For Managers: Why This Meeting Matters

If you're a manager or founder juggling a million things, here's the truth:This 30-minute block can do more for your retention strategy than any policy or perk.

When you treat the one-on-one as a core part of your people-first systems, you:

• Create a reliable space for feedback, coaching, and support

• Catch burnout or friction early—before it hits performance

• Show your team that you see them as people, not just producers

This is the meeting where employee experience is shaped—one conversation at a time.

🙋🏽‍♀️ For Employees: Why You Should Own It

Let’s normalize this: employees can (and should) take the lead on their own one-on-ones.

Why?

Because when you come prepared to share what’s working, what’s hard, and where you want support:

• You take agency over your experience and growth

• You help your manager help you

• You build trust and transparency that pays off long-term

And here’s the secret: most managers want you to take the lead. It’s not a test—it’s a partnership.

So... Who Owns the One-on-One?

The best answer? Both.

But the most effective ones I’ve seen, especially in my work in the world of HR, are employee-led.

That means:

• You (employee) set the agenda or share talking points in advance

• You (manager) create the container, show up consistently, and ask better questions

• You both protect the time like it’s valuable—because it is

Quick Tips to Make 1:1s Actually Work

For Employees: ✔ Share your wins—big or small ✔ Bring questions, ideas AND roadblocks ✔ Be honest (even when it’s awkward) ✔ Ask for feedback or direction when you need it

For Managers: ✔ Don’t treat it like a checklist ✔ Ask thoughtful questions ✔ Take notes and follow up ✔ Never cancel—reschedule if you must, but don’t ghost

✨ BONUS TIP: Environment Matters More Than You Think ✨

Sometimes it’s not what you talk about in a one-on-one—it’s where you have it.

I once moved a 1:1 to a different floor just for a change of scenery. Another time, I met a team member at a local coffee shop. Same agenda, same people—but the conversation? Way more open, honest, and energizing.

A small shift in environment can create a big shift in tone. It signals, “This isn’t just a check-in—we’re here to connect.”

Try stepping away from the usual meeting room (or Zoom square). You might be surprised how much more your team shares when they’re not staring at their inbox in the background.

Final Thought

One-on-ones aren’t just “nice to have” meetings. They’re the pulse check for your team, your leadership, and your company culture.

Whether you’re the manager or the employee—showing up prepared, curious, and honest changes everything.

So this week? Protect the time. Show up. And maybe even send over the agenda first.

That 30 minutes? It could be your most powerful leadership move of the week.

At PocketHR, we help growing businesses build HR systems that don’t just check boxes. One-on-ones are often the first place we start, because they’re high-impact, low-lift, and tell us everything we need to know about team dynamics.