Issue 32: Today’s Brew: One-on-Ones That Matter – Why Consistent Conversations Build Trust and Performance
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 32
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
October 08, 2025
Why One-on-Ones Matter
One-on-ones are often treated as a box to check—something leaders do when they have time or when performance issues surface. But in reality, these conversations are one of the most powerful leadership tools we have.
When done well, one-on-ones aren’t just about tasks or deadlines. They’re about connection, clarity, and trust. They prevent small frustrations from turning into big problems and give employees a space to be heard before disengagement or conflict sets in.
Skipping them might save time in the short run—but it costs leaders credibility, trust, and long-term performance.
Transactional vs. Meaningful Conversations
A transactional one-on-one sounds like:
“Where are you on that project? Did you finish this? What’s next?”
A meaningful one-on-one sounds like:
“How are you doing with your workload right now?”
“What’s one obstacle I can help remove for you?”
“What’s something going well that you’re proud of?”
The difference is simple: one focuses only on the work. The other focuses on the person doing the work.
And people don’t stay loyal to tasks. They stay loyal to leaders who see them.
The Ripple Effect of Intentional Conversations
When leaders commit to regular, meaningful one-on-ones, they:
Build psychological safety by making space for honest dialogue.
Reduce conflict by addressing issues early and directly.
Increase engagement by showing employees their contributions matter.
Strengthen culture by modeling empathy and consistency.
In short, every one-on-one is a chance to invest in trust. And trust is the currency of leadership.
Leadership Self-Audit: Are Your One-on-Ones Building Trust?
Ask yourself:
Do I meet with my employees regularly—or only when there’s a problem?
Do I spend more time on status updates than personal check-ins?
Have I asked my employees recently how they feel about their role or workload?
Do I walk away from one-on-ones with more insight—or just more tasks?
If your one-on-ones feel more like project meetings than people meetings, it’s time to reset.
Final Thoughts
One-on-ones are not interruptions to leadership—they are leadership.
They’re the moments where trust is built, where clarity is offered, and where employees feel seen and supported. They don’t require perfection—just presence.
So the next time you’re tempted to cancel a one-on-one, remember this:
For your employee, it may be the most important 30 minutes of their week.
Because when leaders show up with empathy and consistency, people stop guessing, start trusting, and lean into their best work.