A lot of companies say they believe in feedback. But let’s be honest — many 1:1 meetings feel rushed, awkward, or purely procedural. And that’s a problem. Because when done right, 1:1s are the heartbeat of a healthy team. They’re not just a check-the-box meeting. They’re where real growth and connection happen.

1:1s Are a Signal of Trust

When a manager takes time for a regular 1:1, it sends a message: “You matter. I want to hear you.” It’s not about status updates. Those can live in Slack. A true 1:1 is about listening, noticing, and checking the emotional pulse.

If someone only meets with their manager during performance reviews or when things go wrong, trust is fragile. But when 1:1s are consistent, honest, and human — trust grows. And so does performance.

Feedback Happens in Safe Spaces

Let’s be clear. Good feedback needs safety. No one wants to share a challenge if they feel judged. 1:1s offer a space for vulnerability — but only if managers treat them with care. It’s where someone can say, “I’m overwhelmed” or “I need help” without fear.

If feedback is always top-down or only comes during crisis moments, it loses its power. Regular, human-centered 1:1s let feedback flow both ways — with respect and realness.

It’s Not About the Agenda — It’s About Presence

You don’t need a perfect template for a good 1:1. What matters more is presence. Are you really listening? Are you fully there? Scrolling through emails while someone opens up defeats the point.

A great 1:1 is about slowing down. Leaving space for silence. Letting someone speak without interruption. It’s not a task to complete — it’s a connection to protect.

Growth Happens One Conversation at a Time

People don’t grow from generic praise or yearly reviews. They grow from specific, regular, human conversations. That’s what 1:1s are for. They’re where you notice progress, offer coaching, and unlock potential.

Want a stronger team? Don’t wait for performance season. Build feedback into everyday rhythm — through simple, consistent 1:1s.

Final Thought: Make It Real or Don’t Do It

If your 1:1s are just for show, people feel that. But when they’re real — when managers listen, ask, and care — teams thrive. Feedback culture starts with showing up. One honest conversation at a time.