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Keep your one-on-one time sacred. Of course you might need to move it, but if you do, reschedule quickly and make sure you meet on the cadence you agreed to. Even if there's not a clear agenda, it's good to still connect and just check-in. You might be surprised the meaty topics that sometimes bubble up. If none do, this can still be a good time to build trust and get to know each other better.Make sure to touch on how you're doing, even outside of work. Context on how you're doing overall is helpful to get you the support or freedom you need. Doing this first will help set the tone for the rest of the meeting.Generally, one-on-ones should not always be a status update. If it's helpful to talk through meaty challenges with current projects or agreeing to your priorities, that's great. Otherwise, we'd encourage you to find other ways to share your status updates.A good rule of thumb for how to divide up your one-on-one session time is to use approximately 1/3 of the time for your agenda items, 1/3 for the managers, and 1/3 on career conversations or feedback (positive and constructive!) for each other. However, tailor this to fit your needs.Agree upon a follow-up plan on any feedback, areas for development, career goals, etc discussed in your one-on-one.
Have themBe on timeChange the setting here and thereIt's ok to cancelTwo ears one mouthThey own the agenda...mostlyHave a docThree high leverage agenda items for your one-on-oneResultsCareer developmentFeedback: Get it, don't give it
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This is meant to be used as a companion directly for managing and running your 1:1 meetings. If something in here feels like it should be added to how we operate at Hatch on a daily basis let us know and we can add it to
General one-on-one best practices
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