How Weekly 1:1s Prevent Surprises, Resignations & Build Trust

Does your team feel disconnected? Are trust issues surfacing? Do key details seem to be slipping through the cracks?

Maybe your top performers have left, and you’re not sure why. Or, you find yourself bombarded with urgent requests and last-minute decisions that could have been avoided.

If any of this sounds familiar, you're not alone. And there’s a solution: weekly one-on-one meetings with your direct reports.

The Data Speaks for Itself

Gallup’s State of the American Workplace report found that employees whose managers hold regular one-on-ones are three times more likely to be engaged at work. That’s a 300% boost—just from a simple, structured conversation each week.

And yet, most leaders hesitate.

• “I’m too busy.”

• “My team doesn’t have time.”

• “Another meeting? No thanks.”

I get it. But here’s the kicker: adding these meetings actually saves you time.

How? Fewer interruptions, fewer misalignments, and fewer surprises. Instead of last-minute panics, your team will know they have a dedicated time to bring issues to you—before they become crises.

The Power of Weekly One-on-Ones

Mark Horstman, in The Effective Manager, puts it best:

He’s right. I’ve seen it firsthand.

My weekly one-on-ones were the most impactful meetings on my calendar. This is where I built deep trust with my team—where we had real conversations, shared personal struggles, and aligned on goals.

It’s also where I learned when someone didn’t fully understand a new initiative or had concerns they were hesitant to bring up in a group setting. These meetings created space for open dialogue—before problems festered.

How to Roll Out Weekly 1:1s (The Right Way)

If you’re convinced (or at least curious), here’s how to make it work:

✅ Give your team a heads-up. Don’t just drop invites on their calendars. Announce it in a team meeting first—so no one assumes the worst.

✅ Schedule them in advance. Look 2-4 weeks out, respecting existing commitments. These aren’t “ad hoc” chats; they need to be consistent and recurring.

✅ Make them weekly. Trust is built through repetition. Don’t let these meetings become “as-needed”—they won’t happen.

✅ Stick to 30 minutes. Research shows this is the optimal length. If more time is needed, extend on a case-by-case basis, but never go shorter.

✅ Let your direct report lead. Start with their agenda. Give them the space to speak first—it builds trust and ensures their concerns are heard.

✅ Use the 10/10/10 format (or 15/15).

• 10 min: Their topics

• 10 min: Your updates

• 10 min: Future planning (career, growth, goals)

Not every meeting will follow this exactly, but the structure helps.

Wrapping Up: The Real ROI of One-on-Ones

When done right, weekly one-on-ones will increase trust, improve performance, and boost retention. They’ll also make your life easier by reducing surprises and last-minute chaos.

The best leaders don’t just manage tasks—they build relationships. And the most effective way to do that? One meaningful conversation at a time.

Make it happen. Your team (and future self) will thank you.

Cheers,

Jeff