Early in my career,
I didn’t understand the power of a great 1-on-1.
As a founder, I make sure my 1-on-1s drive growth, trust, and retention.
As a Manager:
Here’s what I do differently.
▶️ I plan ahead. My team knows the agenda before we meet.
No surprises, no wasted time.
▶️ I start with a human check-in. No one wants to jump straight into work talk.
A few minutes of real conversation builds trust.
▶️ I always give structured feedback.
I use “Start, Stop, Continue”:
Start: What new actions could help them grow?
Stop: What habits might be slowing them down?
Continue: What are they excelling at? Reinforce their strengths.
▶️ I set meaningful goals with them, not for them. Using “The 3Ps” framework:
Project: What’s the next big deliverable?
Progress: How are their skills evolving?
Path: Where do they want to go in their career?
▶️ I never cancel. If something comes up, I reschedule.
It’s a signal that their time matters.
▶️ I listen more than I talk.
My job is to unblock—not dominate the conversation.
▶️ I offer genuine support. Saying, “Let me know if you need anything” is lazy.
Instead, I make specific offers to help.
As an Employee,
Here’s what I did to make my 1-on-1s count:
✅ I came prepared.
I treated these meetings as a chance to drive my own growth, not just report updates.
✅ I gave my managers feedback using “The H.O.W.” framework:
Highlight: What’s working?
Start with the positives.
Observe: What challenges are holding me back?
Be honest.
Wish: What support do I need?
Be specific.
✅ I took ownership of my career.
I didn’t wait for my manager to ask about my goals—I brought them up myself.
✅ I defined my own growth using the “G.R.I.T.” framework:
Goal: What’s my long-term career objective?
Reality: Where am I right now? What gaps exist?
Initiative: What skills, projects, or mentorship will get me there?
Timeline: When do I want to reach each milestone?
Invest in these conversations.
You’ll see the ROI in trust, collaboration, and retention.
Kenrick Vaz 