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People Management

Optimize Employee Performance with One-on-One Feedback Sessions

People Management

Optimize Employee Performance with One-on-One Feedback Sessions

Learn how to use One-on-one meetings for providing feedback and evaluating performance. 
Published on
June 12, 2024

The traditional annual performance review steadily gives way to more frequent and constructive performance evaluation methods. One-on-one meetings (1:1s), conducted regularly between managers and employees, have emerged as a powerful tool for providing feedback and evaluating performance. These meetings offer many benefits that improve organisational culture and enhance staff engagement.

In this comprehensive guide, we will delve into the importance of one-on-one meetings in the context of performance evaluation and feedback. Additionally, we'll explore how leveraging data-driven 1:1 meetings with Beam, a staff engagement app, can transform the performance assessment process.

Bridging the Gap with Regular 1:1 Meetings

One-on-one meetings bridge the gap between formal evaluations, providing a more consistent and personalised approach to performance management. These meetings, typically held weekly or monthly, serve several crucial purposes:

  • Goal Alignment: 1:1s ensure that individual goals are aligned with team and organisational objectives, fostering a sense of shared purpose and direction.

  • Improved Communication: Open and honest discussions in one-on-one meetings promote better communication between managers and employees. This open dialogue builds trust, encourages collaboration, and facilitates early identification and resolution of issues.

  • Individualised Support: Managers can tailor their support and coaching to the specific needs of each team member, recognising that no two employees are exactly alike. This individualised approach provides targeted guidance and development opportunities.

  • Recognition and Motivation: Positive feedback and recognition for a job well done can significantly boost employee morale and motivation. One-on-one meetings provide an ideal platform for acknowledging achievements and fostering a culture of appreciation.

Improving Organisational Culture and Staff Engagement

Regular 1:1s and the utilisation of staff engagement apps contribute to fostering a positive and productive organisational culture. These practices promote open communication, transparency, and a focus on employee growth and development.

  • Open Communication and Transparency: Regular 1:1s encourage open and honest dialogue between managers and employees, fostering a culture of transparency and trust. This open communication allows for early identification and resolution of issues, preventing them from escalating and affecting overall performance.

  • Emphasis on Employee Growth and Development: Managers commit to employee growth and development by tailoring support and coaching to individual needs. This focus on fostering individual potential enhances employee engagement and contributes to a more motivated and productive workforce.

Leveraging People Management Software

Beam, a people management software, facilitates 1:1 meetings by providing managers valuable insights into employee performance and growth. Upon initiating a 1:1 session by clicking "Start meeting," managers can access a comprehensive overview of the employee's progress, including their goals, check-ins, feedback received, and past 1:1 meeting records. This data empowers managers to conduct informed and meaningful conversations that foster employee development.

Analysing Goals and OKRs performance

During one-on-one meetings, managers can readily access the goals of their direct reports. This feature provides a comprehensive overview of current quarterly goals alongside those from previous quarters. Formulating clear goals and OKRs empowers managers and leaders to make informed decisions. For those new to OKRs, the process may initially seem daunting. However, with proper guidance and support, individuals can utilise OKRs to achieve their objectives.

Additionally, managers can delve deeper by choosing a specific goal and monitoring its insights, comments, and tasks.

Assessing Weekly Progress

Within the one-on-one meeting interface, managers can seamlessly access and review the weekly reports submitted by their direct reports. This readily available information provides valuable insights into recent growth and performance trends, enabling managers to gauge progress and identify areas for improvement. 

Managers can also use weekly reports to stay abreast of their team's progress and identify potential roadblocks. By regularly reviewing these reports, managers can proactively address any challenges and provide timely support to their direct reports.

Reviewing Weekly check-in questions

One-on-one meetings provide an ideal opportunity for managers to delve into the responses gathered from weekly check-in questions. By reviewing these responses, managers can gain deeper insights into employee performance, engagement levels, and potential areas of concern.

Reviewing Employee pulse 

Employee pulse surveys offer a valuable window into employees' overall well-being and engagement levels. By regularly reviewing employee pulse feedback, managers can gain critical insights into their team's morale, satisfaction, and areas of concern.

The Synergy of 1:1s and Employee Engagement Apps

Regular 1:1s, empowered by data-driven insights from staff engagement apps like Beam, are a powerful tool for enhancing performance evaluation, improving organisational culture, and boosting staff engagement. These practices promote open communication, transparency, and a focus on employee growth and development, ultimately contributing to the success of both individuals and the organisation.


How can one-on-one meetings be tailored for different employee roles or seniority levels?

By adjusting the focus and content, one-on-one meetings can be tailored to different employee roles and seniority levels. For example, meetings with junior employees may emphasise skill development, coaching, and goal setting, while meetings with more experienced employees may focus on strategic initiatives, leadership development, or mentoring opportunities. Additionally, the tone and formality of the meetings can be adjusted based on the employee's experience level and the organisational culture.

How can the effectiveness of one-on-one meetings be measured or evaluated?

The effectiveness of one-on-one meetings can be measured through various means. Managers can solicit feedback from employees on the usefulness and impact of the meetings. They can also track metrics such as employee engagement, productivity, and retention rates, which may be influenced by the quality of feedback and coaching provided during 1:1 meetings. Additionally, managers can assess their improvement in active listening, providing constructive feedback, and supporting employee development based on the insights gained from these meetings.

How should managers prepare for one-on-one meetings?

Managers should prepare for one-on-one meetings by reviewing the employee's recent work, accomplishments, and outstanding issues or challenges. They should also reflect on the employee's goals, development areas, and overall performance. Additionally, managers should create an agenda or list of topics to discuss, allowing for input from the employee. Preparation ensures that the meeting is focused, productive, and tailored to the individual employee's needs.

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