The Best Performance Management Practice

Modern performance management encompasses a few key practices, including an effective goal setting framework like Objectives and Key Results (OKRs) and clear expectations. Yet, while there are certain critical components of next-generation performance management, you must first start with the one most important non-negotiable element, one-on- one meetings. 

Why One-On- One Meetings Are the Best Practice Ever 

Weekly one-on- one check-ins should be held between the manager and their direct report, and are intended to be informal and brief. Not only were they voted the best business practice of all time by ProfitGuide Business Magazine; they also support modern performance management practices in the following ways: 

Better Alignment 

By checking in weekly during one-on- one meetings, you’ll build trust, achieve clarity, and strengthen communication with your teams. The meetings also foster employee recognition and support a healthy two-way ongoing feedback exchange. 

Clearer Expectations 

During informal meetings, the manager can give detailed, actionable feedback about the employee’s performance. They can also clearly explain their needs, review goals and discuss expectations. At the same time, the employee has the opportunity to provide their own input, ask questions, and receive further clarity as needed and on a regular basis. 


Managers need to check in with employees every week. This consistency helps build a solid routine and keeps goals on track. It’s especially well-suited for quarterly OKR goals, as they give you the opportunity to confirm that the employee is achieving 10% of their Objectives each week. 

Time Savings 

Between emails, brief conversations in passing, and phone calls, most managers are already spending at least one hour per week checking in with their teams in unstructured settings. Instead of holding sporadic meetings, you can hold meetings at the same time every week with your people, thereby allowing both you and your employees to maximize efficiency with a laser-focus on current priorities. 


Managers who aren’t holding one-on-ones with their people seem disconnected, and as a result, employees become disengaged because they don’t feel like they’re being noticed. One-on-ones are essential for showing your appreciation and commitment to your people, which in turn will drive engagement and worker performance

Again, one-on-ones don’t have to be lengthy – they can be as brief as 20 minutes – but they do have to be weekly. To further support this ongoing feedback dialogue, managers can use weekly pulse reports to make one-on-ones even more effective. In doing so, you’ll ensure both the manager and the employee are aligned, able to discuss progress and Objectives, and identify any key issues in real-time, both before and after the one-on-ones.

I hope you enjoyed this article about the best performance management practices in the world of business. 

Interested in more articles about leading in the workplace?

Read My Posts:

- How To Be An Innovator At Work 

- 4 Tools To Improve Business Communication

Published by Michael J Schiemer
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