Will Easy 1-on-1s help me?

Read about the use cases for Easy 1-on-1s, and learn how to identify the symptoms that indicate you and your organisation can benefit.

Structured 1-on-1 meetings are widely applicable.

They provide your team with a safe environment for candid, performance-focused discussions, and help overcome common productivity and wellbeing challenges in the workplace. Some of these are listed below.

Regardless of your role or industry, if you've observed any of these symptoms, then
Easy 1-on-1s is likely to bring you benefit.

  • Slow progress on projects: Projects lagging behind schedule despite team efforts.
  • Poor KPI performance, despite efforts to improve: Teams or individuals failing to enhance their performance even after targeted improvement initiatives.
  • Everyone is busy, but on the wrong things: High activity levels, but poorly prioritised and poorly coordinated, don't translate into meaningful outcomes or progress.
  • Team members with conflicting priorities working against each other: Lack of alignment in team objectives, leading to frustration and wasted effort.
  • Unfulfilled commitments: Repeated instances where team members don't deliver on their promises or tasks.
  • Management is unaware of front-line challenges: A disconnect between management and frontline staff, leading to uninformed decision-making.
  • Anxiety about whether the right tasks are being prioritised: Uncertainty about task prioritisation, causing stress and inefficiency.

You may already be conducting 1-on-1 meetings in your workplace and still experience one or more of the above symptoms. Just because 1-on-1s are conducted, doesn't mean they are done well.

If you're still experiencing the symptoms listed above, or notice any of the below symptoms of ineffective 1-on-1s, then rebooting your 1-on-1s with Easy 1-on-1s is likely to bring you benefit.

  • Meetings being perceived as a waste of time: Participants complain that 1-on-1 meetings aren't valuable to them.
  • Uncertainty about what to discuss: Participants are unsure about the agenda or topics to cover, leading to unproductive sessions.
  • Feelings of being micromanaged: Employees feeling overly controlled or scrutinised by their managers.
  • 1-on-1 meetings being skipped: Regularly cancelled or rescheduled meetings, indicating a lack of commitment, value, or importance.
  • Meetings are infrequent, conducted only out of obligation: Meetings held solely to fulfil a formal HR requirement, lacking genuine engagement.

If any of these symptoms seem familiar, then adopting a structured 1-on-1s approach like Easy 1-on-1s could significantly benefit your organisation.

When should I not use Easy 1-on-1s?

While Easy 1-on-1s is an easy way to overcome the barriers to productivity, and other management challenges, it is entirely feasible to run an organisation without 1-on-1 meetings.

If none of the symptoms above resonate with you, your organisation is likely working well already. Introducing Easy 1-on-1s is unlikely to bring you much benefit.

Want to learn more about Easy 1-on-1s?