Starting 1-on-1s with the same simple opener each week lets direct reports lead with topics they care about and gives you insight into how they’re feeling.

Proactive questions about job satisfaction can reveal issues early, helping prevent turnover. Some employees may hold back, so listen closely and ask follow-up questions for deeper insight.

Some team members have clear career goals, while others are unsure of their next steps. Bringing up career development in 1-on-1s helps you support everyone and keeps your team engaged long- term.

For some, discussing a challenge is like admitting a failure. Let your direct report know that you want to hear about their concerns because you care about making things better.

These questions can generate valuable ideas to share with leadership, offer chances to clarify company decisions, and provide insight into the person’s job satisfaction.

You want to be sure your team is functioning at a high level, and here is a chance to uncover problems and opportunities that will benefit everyone.

These questions go beyond a status update to help you learn about what your direct report finds engaging, as well as challenges or roadblocks you may be able to help with.

If your direct report seems to stop short or gives a curt response on a topic where you think there may be important issues lurking beneath the surface, use open-ended questions to encourage them to continue.

Your 1-on-1s will be more effective in the long term if you follow up on the topics, goals, and actions discussed in previous meetings and set items for follow up next time.

You want a 1-on-1 to be a good use of your time, as well as your direct report’s. Chances are if you feel the meetings aren’t as effective as they should be, your direct report feels the same way, too.

Getting feedback from your direct reports can be just as important as giving it. Not only will it help you improve as a manager, it can also build trust and strengthen your relationship with your direct reports.