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What would excellence look like for the ideal person in this role?What work needs to be done to get them from where they are today to that ideal? You have to know what is happening for your team each week long before the meeting, so that you can use time effectively. Address employee concerns about where they are stuck in their work.When failures are discussed in real time instead of weeks later, accountability transforms from punishment into care.10) Culture check-in.Discuss how people are performing in the context of the culture.The checklist below is intended to take the guesswork out of the one on one process, so that every manager at your company can execute them with ease.As for how often to have them, there’s no real sweet spot.One on ones help managers to get out of overwhelm by making sure that every employee is focused on the right task.Taking a few minutes to coach employees frees up your time to focus on your own work with the confidence that you won’t be putting out fires later.

For example, part of development is letting employees contemplate a problem on their own.

The conversations that take place during one on ones help employees to grow, contribute their gifts, and to live fulfilled lives. David Hassell is Cofounder & CEO of 15Five, employee engagement and performance software that helps create high performing teams by combining continuous feedback, pulse surveys, objectives (OKRs), peer recognition, and 1-on-1 meeting agendas, all in one lightweight weekly check-in.

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Beyond that, a manager’s job is to aid each employee on their personal and professional journey through life as it relates to working at your company.