Last week we talked about accountability and why trust is the foundation for holding employees accountable. This week, let’s get practical.

The problem? One-on-ones often feel awkward, get canceled, or turn into quick status updates. Managers end up doing all the talking, rushing through them, or skipping them entirely until annual reviews roll around. The result? Frustration, missed opportunities, and a team that doesn’t feel supported.

The solution? Structure your one-on-ones so they build trust, create connection, and drive accountability. In this episode, I walk you through what managers get wrong — and 5 simple steps you can use to make your meetings actually matter.

Key Takeaways

• One-on-ones are for coaching and trust, not status updates
• A repeatable 5-step structure turns awkward meetings into growth conversations
• Written commitments at the end create accountability without micromanaging

Subscribe and Follow for new manager tips, coaching for managers, and strategies on how to lead effective team meetings. If you found this episode helpful, leave a quick review so other new managers can find this leadership podcast.

Episode Links 

• The Trust About Employee Engagement - 3 Tools to Engage Your Team 
• I Read "Death By Meeting" So You Don't Have To 

Coaching for Managers, Desiree Petrich, First-Time Manager Podcast, Leadership Podcast for New Managers, Team Dynamics, How to Build Trust as a Manager, How to Hold Employees Accountable, How to Be a Better Manager, How to Lead Effective Team Meetings, New Manager Tips.

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