Blake Redding, Head of Workplace Psychology - Mapien
In today’s rapidly evolving workplace – where organisations face constant change, complexity, and increasing demands – meaningful connection between leaders and team members has become critical for sustained success. This requires deliberate practices that go beyond team meetings and day-to-day interactions, which is where regular one-on-one conversations offer a powerful, yet often underestimated, opportunity.
The most effective one-on-ones invite both leaders and employees to step away from the pressures of formal agendas and engage in open, authentic communication in a more relaxed setting, in which they typically feel safer to share their ideas freely, voice concerns honestly, and explore their challenges and needs. By carving out this time for employees to shape the conversation around what matters most to them—whether it’s career goals, obstacles, or innovative ideas—leaders reinforce the employee’s sense of ownership and control over their work and development. This autonomy empowers individuals to take initiative and align their efforts with organisational objectives in ways that feel meaningful and authentic. When employees are given the freedom to drive their own conversations and outcomes, their commitment and productivity naturally flourishes. Regular one-on-ones also offer an ongoing opportunity for leaders to stay attuned to early signs of disengagement, burnout, or misalignment—insights that are often missed when communication is limited to team forums or performance reviews.
When embedded consistently into leadership practice, one-on-one conversations can become a cornerstone of a high-trust and high-performance culture. They help to humanise the employee experience, foster deeper relationships, and ensure that each team member feels seen, heard, and supported.
Click here for a practical approach to one-on-ones in your business.
