A 1:1, or one-on-one, is a recurring, dedicated private conversation between a manager and a direct report focused on progress, blockers, feedback and development, the main vehicle for continuous feedback and distinct from a status or project update meeting.

Cadence, and what a good one covers

Weekly or biweekly is the most common cadence, with weekly often recommended for new hires in their first 90 days or during a major change or complex project. A typical session runs around 30 minutes. A genuinely good 1:1 is largely employee-led, covering their priorities, blockers and what support they need, career development conversations, and space for topics the employee wants to raise, the same spirit that drives good continuous feedback generally, rather than the manager simply running through a status checklist from their own side.

Frequently asked questions

Whose agenda should a 1:1 follow?

Ideally the employee’s more than the manager’s, a 1:1 that’s entirely manager-driven status reporting tends to lose most of its value over time.

Is a 1:1 the same as continuous feedback?

A 1:1 is one common format continuous feedback happens through, but continuous feedback as a practice is broader than just this one recurring meeting.

Should 1:1s be skipped when there’s nothing urgent to discuss?

Generally not, consistency matters more than having a full agenda every time, since the relationship and trust built over regular 1:1s is itself valuable.

See how this supports employee engagement and ongoing continuous feedback.