One-to-one: The key to successful management

What is one to one?

The one-to-one interview is a regular meeting between a manager and a member of his or her team. The aim of this one-to-one meeting is to create a space for open communication, fostering trust and professional development. Unlike team meetings, the One-on-One allows topics specific to each employee to be discussed, such as their objectives, challenges and needs.

What are the benefits of 1-1 for managers?

One-to-one interviews offer a number of benefits for managers:

  • In-depth understanding: Managers can better understand their employees’ aspirations and concerns.
  • Talent development: These interviews help to identify the strengths and weaknesses of team members, facilitating their development.
  • Improved communication: One-to-ones reinforce two-way communication, creating a climate of trust and transparency.
  • Increased commitment: By feeling listened to and valued, employees are more committed and motivated.

How can you have a successful One on One?

To ensure a successful One to One, follow these key steps:

  • Preparation: Before the meeting, prepare a list of topics to discuss and ask the employee to do the same.
  • Active listening: During the meeting, listen carefully without interrupting. Ask open-ended questions to encourage discussion.
  • Constructive feedback: Give clear and constructive feedback, highlighting positive points and areas for improvement.
  • Follow-up: After the meeting, make sure you follow up the actions decided and plan the next meeting.

What is individual management?

Individual management is a personalised approach to managing employees. Unlike team management, which focuses on the group as a whole, individual management aims to meet the specific needs of each employee. This approach makes it possible to adapt motivation and development strategies to the specific characteristics of each team member, thereby maximising their potential and job satisfaction.

How do you manage a team using 1-1?

One to One is a powerful tool for managing a team effectively. Here’s how to use it:

  • Define clear objectives: Use interviews to set individual objectives that are aligned with the team’s objectives.
  • Identify obstacles: Discuss the challenges faced by each member and propose appropriate solutions.
  • Encourage collaboration: Use the information gathered during the One-on-One to encourage collaboration and synergy within the team.
  • Monitor progress: Regularly assess individual and collective progress to adjust management strategies accordingly.

What are the benefits of one-to-one for team management?

One-to-One meetings offer a number of advantages for team management:

  • Greater cohesion: By better understanding individual needs, managers can create a more cohesive and harmonious team.
  • Increased performance: Employees who are well supervised and supported perform better and are more productive.
  • Reduced staff turnover: Personalised support contributes to talent satisfaction and retention.
  • Innovation and creativity: Regular discussions encourage the expression of ideas and innovative solutions.

How do you set up a one-to-one interview?

To set up effective one-to-one interviews, follow these key steps:


  • Frequency: Decide on the frequency of the interviews (weekly, fortnightly, monthly, etc.).
  • Duration: Allocate enough time for the discussion to be productive (generally 30 to 60 minutes).
  • Agenda: Draw up an agenda or list of topics to be discussed. Share it with the other person in advance.


  • Gather Information: Gather relevant data on performance, achievements, and potential concerns.
  • Objectives: Clearly define the objectives of the interview, whether they are oriented towards feedback, development or problem solving.


  • Location: Choose a quiet, private place to ensure an open, uninterrupted conversation.
  • Atmosphere: Create a relaxed and informal atmosphere to encourage honest and constructive communication.

Conducting the interview

  • Active listening: Listen attentively without interrupting, showing empathy and interest in what the other person is saying.
  • Open questions: Ask open-ended questions to encourage discussion and obtain detailed insights.
  • Constructive Feedback: Give clear and constructive feedback, highlighting both strengths and areas for improvement.
  • Objectives and Actions: Set clear objectives and concrete actions to undertake before the next interview.


  • Documentation: Take notes during the interview to document key points and decisions made.
  • Action follow-up: Ensure that agreed actions are followed up and that progress is discussed at subsequent meetings.
  • Continuous Feedback: Encourage continuous, two-way feedback between formal meetings.

Adaptation and Improvement

  • Evaluation: Regularly assess the effectiveness of one-to-one meetings and adjust the frequency, format or approach if necessary.
  • Flexibility: Be open to suggestions from the other person on how to improve the interviews.

By implementing these steps, you can create a structured but flexible framework for one-to-one meetings. Allowing you to optimise communication, development and performance within your team or organisation.

How to organise a 1-1 with Glowbl?

Glowbl offers an interactive platform ideal for organising effective One to One meetings:

  • Easy scheduling: Use the built-in diary to schedule your one-to-ones in just a few clicks.
  • Customised virtual spaces: Create virtual meeting rooms tailored to your needs, with screen sharing and note-taking functionalities.
  • Monitoring and analysis: Take advantage of monitoring and analysis tools to assess the quality and effectiveness of your interviews.
  • Flexibility and accessibility: organise your 1-1 meetings wherever you are. Thanks to Glowbl’s accessibility on different devices.

Adopt 1-1 with Glowbl to improve your management and strengthen the cohesion and performance of your team. Try it now and discover a new dimension in individual and team management!

Read also: Agile Method

Why set up one-to-one sessions?

Setting up ‘1-1’ sessions offers a number of significant advantages, for both individuals and organisations:

  • Personalised communication: Enables direct and personal exchanges, facilitating a better understanding of each person’s needs, concerns and aspirations.
  • Professional Development: Provides personalised coaching and mentoring opportunities, helping to identify strengths and areas for improvement, and to set clear development goals.
  • Engagement and Motivation: Reinforces employee commitment by showing that they are valued and listened to individually, which can increase motivation and job satisfaction.
  • Problem Solving: Facilitates the detection and rapid resolution of potential problems or conflicts, before they become more serious or widespread.
  • Constructive Feedback: Provides constructive and regular feedback, encouraging continuous improvement in performance and behaviour.
  • Goal Alignment: Ensures that individual objectives are aligned with team and organisational objectives, improving overall cohesion and effectiveness.

In summary, one-to-one sessions are a valuable tool for improving communication, personal and professional development, and overall performance within an organisation.

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