One-on-One Meetings Reduce Employee Quitting

Cathie Leimbach • July 18, 2023

The role of a people manager or supervisor is to achieve organizational goals through the work of other people.  The leaders' success is usually measured by the results achieved by their team. With this in mind, highly successful leaders proactively support each of their team members to be successful. They tend to hold regular one-on-one meetings with each employee, increasing both productivity and retention.


Because team members have differing experiences, responsibilities, strengths, weaknesses, and personalities, the best way to support their unique contributions and needs is to have regular one-on-one meetings.  When employees have quality weekly one-on-ones with their manager, they are more likely to be clear on what is expected of them, share where they are struggling, get answers to their important but not urgent questions, and receive relevant training to enhance their skills.  This increases the individual's and the organization's productivity and morale. 


During one-on-one meetings the manager can learn something about the employee's personal life, give specific praise for areas of employee success, and provide constructive support in areas of uncertainty or underperformance.  This helps the employee feel valued and respected, reducing employee quitting and improving their work quality and quantity.


Ideally, most of the one-on-one meeting is spent on the employee's agenda.  Rapport is built when the first few minutes is used for  personal updates or interests.  Then, the manager can ask, "What would you like to talk about during out time together?" Now, the employee has the floor for whatever is on their mind.  The employee may provide a progress report, clarify expectations, or get help overcoming a stumbling block.  Sometimes, they may share a family challenge that is interfering with their focus at work. Another important question for the manager to ask is, "How can I help you be successful this week?"  This gives an employee permission to ask their leader to remove an obstacle whether it is bureaucracy, information, or time. 


Many organizations find that 30-minute one-on-ones provide the most effective balance of having enough time for meaningful discussion and not taking too much time away from revenue-generating activities.  If that seems far too long for you, even 10-minute employee-focused one-on-ones can yield great results. 


One-on-ones don't waste time.  They are so effective at increasing morale and productivity that they may generate the highest rate of return on your payroll dollars.  


When could you start having weekly one-on-ones with each of your employees to reduce turnover and improve productivity?  Register for - and attend - our free 45-minute webinar “3 Tips to Reduce Employee Quitting”.   

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By Cathie Leimbach • July 28, 2026
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The Workplace Has Changed. Has Your Leadership?

By Cathie Leimbach • July 21, 2026
There was a time when many employees expected to spend most of their careers with one organization. Job security, pensions, and long-term loyalty often kept people in the same company for decades. Today's workforce thinks differently. Millennials and Gen Z expect to build careers—not necessarily with one employer. If they don't see opportunities to learn, grow, contribute, and advance, they'll find them somewhere else. Research consistently shows that younger employees are looking for more than a paycheck. They want managers they trust, meaningful work, opportunities to develop, flexibility when possible, and a workplace where they feel respected, supported, and heard. Gallup reports that 87% of Millennials say professional development is important to their job satisfaction. Combined with growing expectations for work-life balance and a positive workplace culture, it's no surprise that organizations relying primarily on compensation to retain employees continue to struggle with turnover. The encouraging news is that leaders influence most of what keeps people engaged.  Managers who hold meaningful conversations, clarify expectations, recognize contributions, coach for growth, and genuinely care about their employees create workplaces where people want to stay. They build trust, strengthen engagement, and help employees grow, succeed, and see a future with the organization. Today's retention isn't driven by job security or loyalty alone. It's driven by a workplace experience where employees are growing, supported by leaders they trust, and confident their contributions matter. Download our Retention Conversation Guide to discover practical ways to strengthen trust, engagement, and retention—one leadership conversation at a time. Conversation is where leadership happens.