Developing high performing teams is no longer just a leadership goal—it's a business imperative. From startups to large enterprises, organizations are recognizing that the key to productivity, innovation, and employee retention lies in the quality of relationships between managers and their team members. And at the heart of these relationships? The humble yet powerful 1 on 1 meeting.
The Shift Toward Human-Centered Leadership
Over the past few years, the workplace has undergone a seismic shift. Remote work, hybrid schedules, and increased employee expectations for transparency and connection have challenged traditional management styles. The top-down approach, where performance reviews happened once or twice a year, is no longer sufficient.
Instead, high-performing organizations are adopting a more human-centered leadership style—one that prioritizes regular feedback, psychological safety, and continuous growth. A core tool in this shift is the 1 on 1 meeting, a dedicated space where managers and employees can connect meaningfully.
These meetings are not status updates or task reviews. When done right, they are trust-building conversations that foster engagement, uncover challenges early, and align personal development with organizational goals. In other words, they're the foundation for developing high performing teams.
Why 1-on-1s Are More Important Than Ever
According to Gallup’s State of the Global Workplace report, only 23% of employees feel engaged at work. This statistic is troubling, especially when we know that engagement strongly correlates with team performance. Employees who meet regularly with their managers are almost three times more likely to be engaged than those who don't.
High-impact 1-on-1s go beyond surface-level check-ins. They are safe spaces where employees can voice concerns, share wins, seek mentorship, and align on priorities. They give managers the insight needed to offer timely support, adjust expectations, and remove roadblocks—key ingredients in developing high performing teams.
Key Elements of a High-Impact 1-on-1 Meeting
- Consistency
Schedule 1-on-1s regularly, ideally weekly or biweekly. Consistent meetings build trust and show your team members that their time and input are valued. - Agenda Collaboration
Co-create the agenda. Encourage employees to add topics they want to discuss. This ensures that meetings are relevant and employee-driven, not just manager-led. - Active Listening
The goal isn't to talk at your team member but to listen deeply. Use open-ended questions like "What’s one thing that’s been challenging for you this week?" or "How can I support you better?" - Growth Focused
Tie conversations to personal and professional development. Regularly revisit goals and talk about skill-building opportunities. This shows commitment to long-term growth and is essential in developing high performing teams. - Follow-up
Document takeaways and action items. Follow through shows accountability and builds credibility over time.
Trending Now: The Rise of AI and Manager Enablement Tools
As companies strive to develop stronger teams, a growing trend is the use of technology to enhance the 1 on 1 meeting experience. AI-powered platforms now help managers prepare agendas, analyze sentiment, and track recurring themes from past conversations. These tools reduce admin overhead while enhancing the human connection that’s so critical in leadership.
For example, some platforms can identify if an employee consistently expresses concern over workload or lack of growth opportunities. These insights allow managers to act before disengagement sets in. This proactive approach is crucial for developing high performing teams in a competitive talent landscape.
1-on-1s as a Retention Strategy
Retention is top-of-mind for leaders in 2025. With employees having more choices than ever, building loyalty goes beyond salary and perks. People stay where they feel seen, heard, and supported. The 1 on 1 meeting is where this feeling is cultivated.
Regular conversations about career aspirations, personal interests, and well-being create a culture of empathy and belonging. When team members feel their manager genuinely cares, they’re more likely to go the extra mile—not out of obligation, but out of loyalty and purpose.
Developing High-Performing Teams is a Daily Practice
The myth that high-performing teams are born from hiring rockstars is just that—a myth. Great teams are built, and the building happens one conversation at a time. While strategy, resources, and goals matter, it’s the daily interactions and consistent alignment that make the difference.
Leaders who treat 1 on 1 meeting as strategic touchpoints, not just routine check-ins, are the ones who consistently foster top-tier performance. They understand that behind every metric is a human being, and behind every high-performing team is a culture of communication and trust.
Final Thoughts
In the quest for productivity, innovation, and impact, never underestimate the power of a simple conversation. The 1 on 1 meeting is where clarity replaces confusion, feedback replaces frustration, and support replaces silence. It's where managers become coaches, and teams become communities.
If you're serious about developing high performing teams, start by transforming how you connect with individuals. Better 1-on-1s aren’t a luxury—they’re the leadership skill of the future.
