How to structure effective 1:1 meetings supported by data from our user base

You’re probably already aware of the benefits of managers having regular conversations with employees. 1:1s are proven to:

• Increase productivity and performance

• Provide opportunities for regular feedback

• Build a deeper understanding of personal drivers and motivators

• Help managers gauge employee wellbeing

• Improve engagement

• Reduce turnover

In short, employee-manager 1:1s are a vital tool for building high-performing teams and strong working relationships. But here’s the reality: most managers struggle to run them effectively.

They’re unsure how to structure the conversation, what to focus on, or how to make it meaningful.

Why most 1:1s don’t deliver

Too often, 1:1s:

• Lack clear, aligned objectives

• Overlook the whole person, not just the role

• Happen too infrequently to make an impact

• Get reduced to status updates, rather than becoming conversations that drive development, motivation, and long-term growth

What great 1:1s actually look like (according to the data)

That’s where OpenBlend comes in. Our performance platform supports managers and employees to prepare for their 1:1s, set the agenda, stay focused, and promote a culture of continuous, people-focused feedback.

By analysing how our users interact with the platform during 1:1s (via Data on Demand, powered by Microsoft Power BI) we gain deep insight into what topics of conversation matter most in high-impact 1:1s.

Here's what the data shows about a typical OpenBlend 1:1 session

• 47% of the time is spent discussing objectives and actions

• 33% is spent exploring personal drivers and motivators

• 20% is focused on wellbeing

So, what can we deduce about the structure of an effective 1:1  from these findings?

Use 1:1s to set and progress clear SMART objectives

When we look at how our users spend time in 1:1s, one thing stands out: objective and action setting is consistently the most active discussion point. And within that, the majority of time is spent setting and progressing performance goals.

We’re not surprised. There’s little point in having 1:1s if they don’t lead to clearer priorities. But here’s the catch, those priorities need to be meaningful. Not vague throwaway lines like “increase output” or “approach things differently.” Those don’t inspire action. They don’t guide progress.

Instead, 1:1s should be used to set SMART objectives Specific, Measurable, Achievable, Relevant, and Time-bound. These kinds of goals give your employees something real to aim for, helping them understand what success looks like and how to get there.

When objectives are clear and measurable:

• Employees feel a greater sense of ownership and achievement
• Managers have a framework for meaningful feedback
• It becomes easier to spot what’s working, and what’s not

1:1s need to balance performance topics with the personal 

Managers need to understand what motivates employees to drive performance, that’s why, on average, around a third of 1:1 time is spent digging in to an employee's motivational drivers. What might have changed since the last 1:1, etc. This gives visibility into the different factors that influence performance and helps managers see the whole person - the person that has a whole life going on outside of work that ultimately influence different drivers in the workplace.

Understanding that not everyone is motivated the same way, and that factors outside of our job description affect our work performance, is crucial for 1:1s to make an impact.

It’s not just about time spent in the office or professional goals, it’s about all the things that drive your employees to perform at their best: time with family, health and exercise, wellbeing, hobbies and interests, culture, and more.

By allowing your employees to lead the discussion and talk about what drives and motivates them, you open up space for honest and productive conversations that build trust.

Employee wellbeing should be a major focus

Employee wellbeing is vital to individual productivity, to the extent that, on average, 20% of the time is spent checking in with 3 simple questions that OpenBlend helps managers pose during wellbeing check-ins: 

• “How happy are you?”
• “How confident are you?” 
• “How capable do you feel to manage stress?”

These coaching prompts help managers to tackle sensitive conversations with their employees and get to the root of what might affect their health and wellbeing. 

How can a people-centric performance platform enable better 1:1s?

OpenBlend provides managers and employees a platform for more continuous and effective performance management conversations. We believe that a people-centric approach is key to driving productivity, boosting employee engagement and building a more meaningful connection between managers and employees.

If your 1:1s aren’t delivering outcomes, whether that’s motivation, alignment, or improved performance, it might be time to rethink your approach.

OpenBlend provides the tools, structure, and data insights to turn every conversation into a performance enabler.

👉 Book a demo today and see how we help managers and employees get the most out of every 1:1.