1 on 1 meetings with employees are one of the most effective tools a leader can use to drive engagement, boost productivity, and foster trust. However, despite their benefits, many myths and misconceptions surround these meetings, leading to ineffective execution or complete avoidance.

Let’s take a closer look at some of the biggest myths about 1 on 1 meetings with employees and debunk them with facts and best practices.

Myth #1: 1 on 1 Meetings Are a Waste of Time

Some managers believe that 1 on 1 meetings with employees are unproductive and eat up valuable time that could be spent on other priorities. The reality is quite the opposite. These meetings provide a structured space for open communication, helping leaders address issues before they escalate.

When done correctly, 1 on 1s can:

• Improve employee morale and job satisfaction

• Increase alignment between individual and company goals

• Foster a culture of continuous feedback and professional growth

Rather than seeing them as a waste, leaders should embrace these meetings as an opportunity to build stronger, more engaged teams.

Myth #2: Only Employees Should Prepare for 1 on 1 Meetings

A common misconception is that these meetings are primarily for employees to report updates or concerns, leaving the burden of preparation on them. However, great leaders prepare for these meetings just as much as their employees do.

Effective leaders:

• Review previous discussions to track progress

• Prepare questions to encourage meaningful dialogue

• Provide constructive feedback and guidance

• Ensure that employees feel heard and valued

By leading honestly and actively participating, managers can make these meetings far more impactful.

Myth #3: 1 on 1s Should Focus Only on Performance

While performance discussions are important, 1 on 1 meetings with employees should not be limited to performance metrics and KPIs. Employees are more than just their productivity numbers; they have career aspirations, personal challenges, and engagement levels that impact their work.

A well-rounded 1 on 1 meeting should include:

• Career development discussions

• Employee well-being and mental health check-ins

• Feedback exchange (both ways)

• Recognition and appreciation for accomplishments

When leaders broaden the scope of these meetings, they foster deeper trust and a stronger connection with their team members.

Myth #4: Frequent 1 on 1 Meetings Are Unnecessary

Some managers believe that annual or quarterly reviews are enough to keep employees on track. However, regular 1 on 1 meetings with employees create a steady flow of communication that prevents misunderstandings and enhances collaboration.

The ideal frequency depends on team dynamics, but most experts recommend weekly or bi-weekly meetings. This ensures that employees receive timely feedback, remain aligned with team goals, and feel consistently supported by their leaders.

Myth #5: 1 on 1s Should Always Be Formal

A rigid, overly structured approach to 1 on 1 meetings with employees can create an intimidating atmosphere that stifles open communication. While having an agenda is helpful, keeping the conversation relaxed and natural can encourage employees to share their thoughts more honestly.

Creating a psychologically safe environment allows for:

• Honest discussions about challenges

• Brainstorming innovative ideas

• Open-ended conversations that drive deeper engagement

Some leaders even hold these meetings in informal settings like walking meetings or coffee chats to make them more comfortable and engaging.

Myth #6: Employees Will Always Share Their Concerns Freely

Many managers assume that employees will openly discuss their concerns in 1 on 1s. However, some employees hesitate due to fear of judgment, career consequences, or previous negative experiences with leadership.

To encourage honest conversations, leaders should:

• Lead honestly by being transparent and vulnerable themselves

• Ask open-ended questions that invite deeper responses

• Show empathy and actively listen without interruption

• Follow up on previous concerns to show genuine interest and action

By building trust, leaders can create an environment where employees feel safe expressing their thoughts and concerns.

Myth #7: Virtual 1 on 1s Are Less Effective

With remote and hybrid work becoming the norm, some leaders worry that virtual 1 on 1 meetings with employees lack the personal touch of in-person interactions. While face-to-face meetings have their advantages, virtual meetings can be just as effective if approached correctly.

To ensure successful virtual 1 on 1s:

• Turn on cameras to enhance non-verbal communication

• Minimize distractions by scheduling them in a quiet environment

• Use collaborative tools to document discussions and track progress

When done right, virtual meetings can build the same level of connection and trust as in-person interactions.

Final Thoughts

1 on 1 meetings with employees are a powerful tool for leadership, but only when approached with the right mindset and strategies. By debunking these myths and lead honestly​, managers can transform these meetings into meaningful interactions that drive engagement, trust, and overall team success.

If you're a leader, challenge yourself to rethink how you conduct your 1 on 1s. Are you fostering open communication? Are you making these meetings valuable for both you and your employees? By making small adjustments, you can turn these sessions into one of the most effective tools in your leadership arsenal.