Many businesses focus on conference room meetings with teams to analyze progress on projects. However, one-on-one sessions with employees are just as necessary for hitting goals and achieving success. Group meetings often leave some unanswered questions if they pertain to individuals, while some issues that employees want to address may be better suited for a private conversation. one-on-one meetings with employees can benefit individuals as well as the overarching business. Here’s what these meetings can offer:

Personalized Feedback

One-on-one meetings will boost employee productivity, as they serve as conduits for personalized and pertinent feedback based on individual performance. Input in a larger group setting tends to be a bit vaguer; in small one-on-one sessions, employees can discuss improvement strategies without feeling embarrassed or uncomfortable. 

Strong Relationships

Employees like to know that managers will offer their undivided attention from time to time. Sometimes, employees may only bring up an issue or concern because they have a safe space in which to do so. Effective, individualized communication between an employee and their manager leads to a greater sense of trust.


Many businesses are segmented by silos—departments or teams that try to practice self-sufficiency and limit any external resource sharing or communication. Of course, such behavior is not conducive to a thriving work environment. One-on-one meetings can help with this, as managers can identify what critical information is and is not being disseminated between silos. It also gives managers a chance to speak with employees about projects, assignments, and other recent notifications that may not have been relayed to them or have different impacts on different team members. 

Boosted Employee Engagement

One-on-one meetings with employees boost morale and motivate employees to vocalize their ideas more. Employees will feel validated as their managers take further interest in their quality of work and job satisfaction. It goes back to the concept of building strong relationships—employees want to know that they’re part of an organizational network.

Gauges for Employee Progress

It’s hard for employers to gauge precisely where an employee stands when it comes to their work progress. Not only will an employer get details about the progression of a project in an individual meeting, but they will also get to look into the mental and emotional well-being of their employees—which are often overlooked in group meetings. During one-on-one sessions, bosses can see whether or not an employee is experiencing burnout, having trouble with an assignment, or is eager to try more challenging tasks.