Take Control of Your Career: Master the Art of 1-1 Meetings with Your Manager
A Comprehensive Guide for Direct Reports and Their Managers
People quit managers, not jobs! You might have heard this many times or even experienced it yourself.
We often place a lot of responsibility on our managers to shape our experiences and guide our careers (I admit I've been guilty of this), but I firmly believe that the relationship with our manager is a two-way street, just like any other close interpersonal relationship.
It's crucial to develop a sense of ownership and authority over your own work experience, instead of depending solely on your manager. Taking charge of your own experience at work is a vital step in shaping your career and finding happiness in your workplace.
At the forefront of this journey is taking ownership of your 1-1 meetings.
Main Takeaways
Here's what we'll be discussing:
Regular 1-on-1s: Why having consistent catch-ups with your manager is essential for clear communication and mutual understanding.
Effective Agendas: How setting meeting agendas boosts productivity and keeps discussions on track.
Note-Taking: Using shared documents to jot down important points discussed with your manager, strengthening your professional relationship.
Expanding 1-1s to Senior Team Members: Expanding your 1-on-1s to include other senior colleagues for diverse perspectives, collaboration, and sharing knowledge.
Let’s dive in…
I have a few tips to share with you on how to have effective 1-1s with your manager, which can significantly enhance your performance in your current job.
But first, let's clarify what 1-1 meetings are all about.
These one-on-one meetings provide dedicated time for you and your manager to discuss anything you want. This time is yours. However, it's common to feel like we don't have much to talk about, leading us to believe these meetings aren't necessary on a regular basis. Yet, as Camille Fournier aptly stated in her book, The Manager's Path, "Regular 1-1s are like going to a psychiatrist when you're fine and discovering you have depression."
Now, let's explore some key tips to make your 1-1s with your manager more effective:
1. Schedule Regular and Predictable 1-1s
One common issue in many workplaces is the irregularity of one-on-one (1-1) meetings. Managers often neglect these sessions, postponing them due to perceived inefficiency or lack of productivity.
To address this challenge, my advice is to proactively establish a consistent schedule for your 1-1 meetings. Regardless of whether you are a new hire or a seasoned professional, make it a priority to set up these sessions from the beginning. If the meetings are not already on the calendar, take the initiative to schedule them regularly, ideally on a weekly or biweekly basis. For newcomers, starting with weekly meetings is recommended. Over time, as you understand your manager's preferences, you can adjust the frequency accordingly.
Begin by allocating a 30-minute slot each week for your 1-1 meetings. If your manager is not accustomed to scheduling these sessions or tends to postpone them indefinitely, initiate communication. Politely inform them, "I've scheduled our next 1-on-1 meeting and outlined the topics I'd like to discuss. Does this time work for you? If not, please let me know a suitable alternative. I am eager to cover these points with you." Taking this proactive approach ensures clarity and consistency in your communication with your manager.
2. Set an Agenda
Providing some structure to the meeting can significantly enhance productivity and efficiency. Having a predefined agenda ensures both parties know what to expect. You can create this agenda and share it in the calendar invite, Slack, or email—whichever communication platform suits you—prior to the meeting.
3. Take Detailed Notes
Take detailed notes during the meeting, capturing all major insights and feedback, whether positive or negative. Create a live document that you share with your manager. Both of you can update it regularly. This document can include the agenda for the next meetings and any feedback your manager provides. Keeping this record allows you to track your progress over time. I've been doing this for the past five years, and it has been immensely helpful. Having a documented history of feedback and improvements can be valuable during performance reviews.
You can use this simple format which works for me:
4. Expanding 1-1s to Senior Team Members
If you haven't already, consider scheduling 1-1s with other senior engineers, skip-level managers, or directors in your company. It's a good practice to talk to them first before initiating these meetings. Having 1-1s with various team members will give you a broader perspective of the company. You can exchange ideas and bring different perspectives from various teams to yours and vice versa. This will accelerate your growth and foster a more collaborative environment within the company.
I trust you understand the significance of one-on-one meetings. However, effective 1-1s go beyond mere status updates. It's common to be uncertain about suitable discussion topics. For guidance on what to discuss with your manager during these sessions, check out my second article here.
TL;DR:
Take Ownership: Your relationship with your manager is a two-way street; don't rely solely on them to shape your work experience.
Effective 1-1 Meetings:
Regular Meetings: Schedule consistent 1-1s, ideally weekly or biweekly, to ensure communication.
Structured Agendas: Set meeting agendas beforehand to enhance productivity.
Detailed Notes: Keep comprehensive notes on feedback and progress for performance reviews.
Expand Meetings: Have 1-1s with senior team members for broader perspectives.
For guidance on what to discuss with your manager during these sessions, check out my second article here.
I hope you found these tips useful! They're the nuggets of wisdom I've picked up from some fantastic mentors and managers along the way.
Did I overlook anything important? Feel free to drop a comment 🙋♀️🙋♂️
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Thanks for being here,
Omsai Jadhav