> For the complete documentation index, see [llms.txt](https://jamiewen00.gitbook.io/tech-lead-handbook/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://jamiewen00.gitbook.io/tech-lead-handbook/people/one-on-ones.md).

# One on Ones

## The What

The regular one-on-one meetings with your direct reports

## The How

### Set up a weekly catch up

* Weekly is the best, fortnightly is the absolute minimum
* Set up repeated events in calendars
* Don’t cancel it
* Make it private - meeting room, walk in a garden, zoom if both WFH

### Slow cook discussion points

* Have a delegated note per person
* Write down notes as the week progresses
* Get updates - management, key projects, blockers, observations, etc
* Take notes and assign actions

### Be positive

* Share wins
* Share context
* Encourage improvement
* Use [Situation-Behavior-Impact](https://www.mindtools.com/pages/article/situation-behavior-impact-feedback.htm) (SBI) for feedback

### Be a listener

* Ask leading questions
* Dig their mind

### Talk about performance

* It is a **MUST** if you want a high-performance team
* Set up a clear expectation
* Make it outcome-driven (we are paid for delivery outcomes)

## :white\_check\_mark: Exceptions

No exception - one on one is a must

## :red\_circle: Red Flags

* Don’t cancel at the last minute
* Don’t be late
* Don’t macro manage your DRs

## :scroll: Tips

* Face-to-face is the best
* Walking in a garden is even better

## :hole: Pitfalls

* Just work updates
* Micro management