One-on-One Cadence and Duration Guidelines
One-on-one meetings should be held weekly for 30 minutes with new hires during their first 90 days, transitioning to every two weeks for 30 minutes thereafter. Scheduling sessions for less than 20 minutes is ineffective, as meetings of that duration rarely move beyond superficial small talk.
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Prep Sessions
Beyond Status Updates: A Framework for High-Trust One-on-Ones @ University of Michigan - Ann Arbor
Ch.1 Meeting Design and Execution - Beyond Status Updates: A Framework for High-Trust One-on-Ones @ University of Michigan - Ann Arbor
Cadence, Scheduling, and Meeting Protection - Beyond Status Updates: A Framework for High-Trust One-on-Ones @ University of Michigan - Ann Arbor
Related
Purpose of a One-on-One Meeting
One-on-One Cadence and Duration Guidelines
Protecting One-on-One Meeting Times
Impact of Successive One-on-One Cancellations on Trust
Which individuals participate in a standard one-on-one meeting?
The core purpose of a one-on-one meeting is to provide a status update on active tasks.
What three core areas of direct report support define the primary purpose of a one-on-one meeting?
Match each communication channel to the primary activity it is intended to support.
A one-on-one is structured as a ___ private meeting to ensure consistent individual support.
Evaluate Marcus's reaction based on the established purpose of a one-on-one meeting. Should Jordan's topics be addressed in this meeting? Explain why.
Which scenario illustrates a direct report utilizing a one-on-one meeting for its intended core purpose?
A one-on-one meeting is conducted publicly with the full team to maximize visibility into individual goals.
What two specific types of operational information should be excluded from a one-on-one meeting and redirected to team stand-ups or project trackers?
Explain the fundamental difference in purpose between a one-on-one meeting and a team stand-up.
Match each core area of support provided in a one-on-one meeting to its primary focus.
Order the stages of addressing a workplace impediment through the one-on-one framework, from initial emergence to final outcome:
Report Agenda Ownership in One-on-Ones
One-on-One Cadence and Duration Guidelines