One-on-one meetings are vital for building strong working relationships, providing feedback, and discussing career development particularly if it's a connection with your direct manager or report. If you're not feeling like you are leaving one-on-ones, especially with your direct manager, with a lot of value then it's time to revise your approach.

Adopting these tips will support a more structured approach, that will leave some space for fluidity of conversation while ensuring you get all of the practical bases covered you need to continue successfully within your role before your next connection.

To optimize your one-on-one time and experience, consider the structure of your one-on-one, set an agenda, and be deliberate about the time allocated and the setting for your one-on-one.

This doesn't mean you have to ditch the personal nature of your one-on-one completely either - this can be a great place for you to get to know your manager, employee, or colleague even better so that you can foster an even healthier working relationship and support one another's career growth.

These tips will help you turn your one-on-ones from a chore into a chance to connect, collaborate, and maybe even have a little fun.

Effective agenda templates help ensure these meetings are productive and focused. The most effective one-on-one meeting agenda templates share certain qualities: they are structured, flexible, promote open communication, and help both parties prepare.

Here are some of the best one-on-one meeting agenda templates and why they stand out:

When you sit down for your one-on-one, start by ranking the items on your agenda from most to least important. This way, if time runs short, you can prioritize the most critical topics. As you discuss each item, cross it off the list and document any decisions or action items. This keeps everyone on the same page and ensures you can refer back to the meeting notes later.

Synchronous time, whether in-person or remote via a video call, is precious. This should not be a place reserved for status updates that don't require that one-on-one synchronous time.

This is where you should feel most comfortable asking open-ended questions, having discussions, brainstorming, and debating the best path forward in a safe environment. It's a space to really understand the perspective of your manager or colleague so that you can go forth and be enabled to do your best work.

To ensure you get to the heart of this as quickly as possible - if you have a status update to provide or background information that's going to lay the groundwork for a lively discussion with your team member, then you should flip the meeting by sending a personalized video update beforehand.

Sending out a video or presentation beforehand allows the person you're meeting with to lean into active listening, really digesting the information provided prior to your connection. Preparing them to discuss, not just digest during your valuable time together.

Plus, it's a game-changer for different learning styles. Some people love to think on their feet, while others need time to process and gather their talking points. Flipping the meeting ensures everyone gets a chance to shine. Check out this quick 2-minute video for how to flip a meeting.

Although some meetings are designed for more depth at certain times of the year, such as performance management or performance review conversations, recurring meetings can be shorter while still being a place to receive feedback on an ongoing basis.

One-on-one meetings are an essential part of employee development and communication in any organization. However, keeping these meetings short -- preferably around 30 minutes -- can make them more effective than longer sessions. Here's why a 30-minute one-on-one is often more impactful than a full hour.

When meetings are capped at 30 minutes, both the manager and the employee are encouraged to be more intentional about their time. A shorter meeting requires participants to prioritize key issues, rather than digress into less important topics.

Longer meetings often suffer from diminishing returns, as participants become mentally fatigued. After about 30 minutes, attention levels tend to drop, reducing engagement and effectiveness. Shorter meetings help maintain high energy and focus throughout the conversation.

If one-on-one meetings are kept short, it's easier to schedule them more frequently -- whether weekly or bi-weekly. This allows for ongoing communication and quick course corrections, rather than waiting for larger issues to pile up over time.

By keeping one-on-ones to 30 minutes, managers have more time to focus on other high-priority tasks. Similarly, employees appreciate that their time is respected, allowing them to get back to their work without losing momentum.

Shorter one-on-one meetings promote clearer and more concise communication. Both parties are more likely to get to the point and avoid over-explaining or indulging in unnecessary details.

In today's fast-paced work environment, both managers and employees are juggling numerous responsibilities. A 30-minute one-on-one is easier to slot into a busy day and less likely to be canceled or rescheduled due to time conflicts.

Shorter, 30-minute one-on-one meetings are not just a time-saving strategy -- they enhance focus, prevent fatigue, and create an environment for more frequent, effective check-ins. By encouraging concise communication and reducing time-wasting tendencies, they help ensure meetings are productive and actionable, benefiting both employees and managers.

For those aiming to optimize their one-on-one meetings, shorter is often better, keeping the conversation sharp, focused, and productive.

In today's remote-first world, video calls and messaging platforms have become the default modes of communication. While these virtual meetings are efficient, there are several reasons why holding in-person one-on-ones can still be crucial -- particularly in remote or hybrid work environments.

In-person meetings provide a unique opportunity to build deeper, more authentic connections. Human interactions are richer when they take place face-to-face, allowing for more natural communication and rapport-building.

In-person settings create an environment where employees often feel more comfortable expressing concerns, giving feedback, or discussing personal matters. The physical proximity and shared space encourage more open, honest dialogue.

Remote meetings can suffer from distractions, whether it's email notifications, technical issues, or household interruptions. In-person one-on-ones eliminate these virtual barriers, allowing both parties to be fully present in the moment.

In-person meetings reinforce the cultural connection between employees and the company. Remote workers, especially those who rarely visit the office, may feel detached from the broader organizational culture. Meeting face-to-face helps re-establish that bond.

Sensitive topics such as performance reviews, personal challenges, or difficult feedback are best handled face-to-face. In-person meetings allow managers to convey empathy and understanding more effectively during challenging discussions.

In-person one-on-ones provide a unique space for brainstorming and problem-solving, which can feel more fluid in person than online. Sometimes, the energy of being in the same room sparks creativity that a virtual meeting simply can't replicate.

In a remote work environment, employees may go long stretches without interacting with colleagues in person. Occasional face-to-face one-on-one meetings offer an essential opportunity to reconnect on a human level.

While remote work has its advantages, the value of in-person one-on-ones cannot be underestimated. Whether it's building stronger relationships, encouraging open dialogue, or handling sensitive conversations, there are certain aspects of human connection that can only be fully realized when meeting face-to-face.

In-person one-on-ones create a deeper, more meaningful experience that strengthens trust, enhances communication, and ultimately leads to better employee engagement and satisfaction. Incorporating them into a primarily remote work environment is a powerful way to maintain human connection and foster greater trust.

People work best for people they know, like, trust, and respect. Take the time to create a personal connection with your manager or direct reports. Whether in person or remote - take a few minutes of each one-on-one to discuss non-work-related topics. Here are some conversation starters for the workplace from BetterUp to help break the ice:

By following these tips, you can make your one-on-one meetings more effective and enjoyable for everyone involved. Remember, the goal is to build strong relationships and achieve your goals together.

Now that you're a rockstar at one-on-ones, want to improve more of your meetings? Download our free guide below.