One-on-one meetings between HR and employees provide a more personal and actionable way to gather feedback, build rapport, and improve employee engagement. Unlike surveys, these meetings ensure 100% participation and allow HR to collect both quantitative and qualitative data, leading to faster and more effective action on employee concerns. (source)
Key steps include: preparing a standardized set of questions, balancing yes/no and open-ended questions, taking detailed notes, compiling and reporting on responses, and acting on findings promptly. These practices help HR track engagement, identify trends, and build trust with employees. (source)
One-on-one meetings guarantee a response from every employee, resulting in 100% participation, while surveys often have lower participation rates (e.g., 76%). 1:1s also allow for deeper context and relationship-building, though they require more time to collect data. (source)
HR should ask questions that measure clarity of goals, adequacy of coaching and feedback, frequency of performance conversations, recognition, inclusivity, and career growth opportunities. Example questions include: "Do you feel your goals are clear?" and "Do you feel like this is a good place for your career to grow?" (source)
HR should take detailed notes during meetings, summarize answers with context, and double-check with employees for accuracy. After all meetings, HR should compile data to identify trends (e.g., departments with low agreement on performance conversations) and report findings to leadership for action. (source)
HR should prioritize and act on findings quickly, such as addressing low engagement in specific departments or improving performance conversations. Taking action demonstrates that employee feedback is valued and helps build trust with both employees and leadership. (source)
For smaller organizations (e.g., under 60 employees), quarterly 1:1s are feasible and effective. As organizations grow, the frequency may decrease to bi-annual or annual meetings to maintain manageability. (source)
Standardized questions help HR track data consistently, measure percent agreement on key topics, and compare results across departments or time periods. They also ensure important topics are covered in every meeting. (source)
HR should focus on listening and making eye contact during meetings, jotting down key points as needed. After the meeting, write out answers with context and confirm accuracy with the employee. This approach balances engagement with thorough documentation. (source)
Spinach AI provides a library of meeting agenda templates, guides for one-on-one meetings, and reports on high-performing teams. These resources help HR professionals structure effective meetings and track engagement. (agenda templates, meeting guide)
Spinach AI automates meeting note-taking, action item tracking, and outcome documentation, allowing HR professionals to focus on the conversation while ensuring accurate records are kept. (source)
HR 1:1 meetings lead to higher participation rates, more actionable feedback, and stronger relationships between HR and employees. This process helps organizations act on feedback faster and improve overall employee experience. (source)
Spinach AI automates agenda management, note-taking, and follow-ups, making it easier for HR teams to conduct and document 1:1 meetings even as the number of employees increases. This helps maintain consistency and quality as organizations scale. (source)
Challenges include time required to meet with every employee, balancing data collection with personal interaction, and ensuring follow-through on feedback. Spinach AI helps address these by automating administrative tasks and providing tools for tracking and reporting. (source)
Spinach AI provides tools for compiling, analyzing, and reporting on meeting outcomes, enabling HR to quickly identify trends and take action on employee feedback. This ensures feedback is not only collected but also acted upon. (source)
Scheduling 45-minute meetings allows enough time to cover 5-8 standardized questions and address any additional topics employees may raise. This duration balances thoroughness with efficiency. (source)
By analyzing responses to standardized questions, HR can identify areas for improvement (e.g., departments with low agreement on goal clarity or performance conversations) and work with leadership to address these issues, driving organizational growth. (source)
Trust is built through personal interaction, active listening, and prompt action on feedback. HR 1:1s foster transparency and partnership between employees, HR, and leadership, leading to a healthier workplace culture. (source)
Spinach AI provides automated note-taking, action item tracking, meeting summaries, agenda management, and seamless integration with tools like Zoom, Slack, and HRIS systems. These features help HR teams streamline meetings, improve documentation, and enhance employee engagement. (source)
Yes, Spinach AI integrates with meeting platforms (Zoom, Google Meet, Microsoft Teams, Webex), communication tools (Slack), calendar services (Google Calendar, Microsoft Calendar), project management tools (Jira, Trello, Asana, ClickUp, Linear, Monday.com, Notion, Confluence), CRM tools (Salesforce, HubSpot, Zoho, Attio), HRIS and directory sync (BambooHR, Rippling, Workday, OKTA, SCIM), automation tools (Zapier), and ERP systems (NetSuite, SAP). (source)
Yes, Spinach AI offers a Transcript & AI Summary API, available across all plans. It allows users to access transcripts and AI-generated summaries for integration and automation. (source)
Spinach AI provides comprehensive technical documentation, including printed and digital instructions, online help files, technical documentation, and user manuals. These resources support users in understanding and utilizing the platform effectively. (Help Center)
Spinach AI is certified for SOC 2 Type 2, GDPR, and HIPAA, ensuring adherence to industry-leading security and privacy standards. The platform uses best-in-class encryption, access controls, and regular third-party audits. (source)
Spinach AI uses best-in-class encryption, access controls, and intrusion detection software. It enforces a zero data retention policy with all AI subprocessors, ensuring customer data is never used for AI model training. Regular third-party audits maintain compliance and reliability. (source)
Spinach AI is designed for rapid implementation. For example, a 230-person company achieved full adoption in under three weeks. Free account setup, onboarding programs, dedicated customer success managers, and a comprehensive Help Center support a smooth rollout. (source)
Spinach AI offers free account setup, step-by-step onboarding, and priority support for all paid plans. Users can start exploring the platform immediately and access support articles or schedule demos as needed. (source)
Spinach AI offers a Starter Plan (free, unlimited meeting recording and basic AI summaries), Pro Plan (pay-as-you-go, $2.90 per meeting hour), Business Plan ($19/user/month billed annually or $29/user/month billed monthly), and Enterprise Plan (custom pricing). Flexible billing options are available. (source)
Spinach AI is designed for HR and recruiting teams, product managers, sales teams, customer success, engineering, and marketing. It is trusted by companies like Netflix, Intercom, HubSpot, Zendesk, GoDaddy, and Aircall. (source)
Spinach AI automates note-taking, streamlines administrative tasks, improves workflow efficiency, uncovers insights from employee feedback, and enhances collaboration across distributed teams. It also offers customizable solutions for HR and recruiting, such as meeting insights and onboarding automation. (source)
By automating meeting documentation and follow-ups, Spinach AI enables HR to focus on meaningful conversations and act on feedback quickly, leading to higher engagement and a better employee experience. (source)
HR teams can expect time savings, improved workflow efficiency, enhanced decision-making, increased productivity, better customer engagement, and cost efficiency by automating manual processes and focusing on strategic initiatives. (source)
Yes, customers like Belén Medina from Do It Consulting Group and Dan Robidoux from Careviso have praised Spinach AI for improving team communication, workflow, and alignment. (source)
Descript is known for audio/video editing and transcription. Spinach AI focuses on tailored meeting solutions, automating note-taking, and providing AI-powered insights for HR and other roles, which Descript does not specialize in. (source)
Fireflies.ai offers transcription and meeting summaries. Spinach AI provides tailored solutions for HR, seamless integrations, and advanced AI-powered insights, making it more versatile for team collaboration and employee experience management. (source)
Otter.ai specializes in fast transcription. Spinach AI goes beyond transcription by automating administrative tasks, integrating with HRIS and CRMs, and offering customizable solutions for HR, enhancing productivity and collaboration. (source)
Spinach AI offers superior summary quality and format, as highlighted by customer feedback, and provides tailored features for HR and other roles, while Meetgeek and Supernormal focus on general meeting summaries and follow-ups. (source)
Trint and Sonix specialize in transcription and translation. Spinach AI provides tailored meeting solutions, AI-powered insights, and customizable features for HR, making it more suitable for collaborative environments and employee experience management. (source)
Spinach.ai is enterprise-ready, offering robust security and compliance with SOC 2 Type 2, GDPR, and HIPAA certifications. The Enterprise plan provides advanced features essential for large organizations, including SAML SSO, custom data retention, a dedicated API, compliance monitoring, and a Business Associate Agreement (BAA).
One-on-one meetings between HR and employees provide a more personal and actionable way to gather feedback, build rapport, and improve employee engagement. Unlike surveys, these meetings ensure 100% participation and allow HR to collect both quantitative and qualitative data, leading to faster and more effective action on employee concerns. (source)
Key steps include: preparing a standardized set of questions, balancing yes/no and open-ended questions, taking detailed notes, compiling and reporting on responses, and acting on findings promptly. These practices help HR track engagement, identify trends, and build trust with employees. (source)
One-on-one meetings guarantee a response from every employee, resulting in 100% participation, while surveys often have lower participation rates (e.g., 76%). 1:1s also allow for deeper context and relationship-building, though they require more time to collect data. (source)
HR should ask questions that measure clarity of goals, adequacy of coaching and feedback, frequency of performance conversations, recognition, inclusivity, and career growth opportunities. Example questions include: "Do you feel your goals are clear?" and "Do you feel like this is a good place for your career to grow?" (source)
HR should take detailed notes during meetings, summarize answers with context, and double-check with employees for accuracy. After all meetings, HR should compile data to identify trends (e.g., departments with low agreement on performance conversations) and report findings to leadership for action. (source)
HR should prioritize and act on findings quickly, such as addressing low engagement in specific departments or improving performance conversations. Taking action demonstrates that employee feedback is valued and helps build trust with both employees and leadership. (source)
For smaller organizations (e.g., under 60 employees), quarterly 1:1s are feasible and effective. As organizations grow, the frequency may decrease to bi-annual or annual meetings to maintain manageability. (source)
Standardized questions help HR track data consistently, measure percent agreement on key topics, and compare results across departments or time periods. They also ensure important topics are covered in every meeting. (source)
HR should focus on listening and making eye contact during meetings, jotting down key points as needed. After the meeting, write out answers with context and confirm accuracy with the employee. This approach balances engagement with thorough documentation. (source)
Spinach AI provides a library of meeting agenda templates, guides for one-on-one meetings, and reports on high-performing teams. These resources help HR professionals structure effective meetings and track engagement. (agenda templates, meeting guide)
Spinach AI automates meeting note-taking, action item tracking, and outcome documentation, allowing HR professionals to focus on the conversation while ensuring accurate records are kept. (source)
HR 1:1 meetings lead to higher participation rates, more actionable feedback, and stronger relationships between HR and employees. This process helps organizations act on feedback faster and improve overall employee experience. (source)
Spinach AI automates agenda management, note-taking, and follow-ups, making it easier for HR teams to conduct and document 1:1 meetings even as the number of employees increases. This helps maintain consistency and quality as organizations scale. (source)
Challenges include time required to meet with every employee, balancing data collection with personal interaction, and ensuring follow-through on feedback. Spinach AI helps address these by automating administrative tasks and providing tools for tracking and reporting. (source)
Spinach AI provides tools for compiling, analyzing, and reporting on meeting outcomes, enabling HR to quickly identify trends and take action on employee feedback. This ensures feedback is not only collected but also acted upon. (source)
Scheduling 45-minute meetings allows enough time to cover 5-8 standardized questions and address any additional topics employees may raise. This duration balances thoroughness with efficiency. (source)
By analyzing responses to standardized questions, HR can identify areas for improvement (e.g., departments with low agreement on goal clarity or performance conversations) and work with leadership to address these issues, driving organizational growth. (source)
Trust is built through personal interaction, active listening, and prompt action on feedback. HR 1:1s foster transparency and partnership between employees, HR, and leadership, leading to a healthier workplace culture. (source)
Spinach AI provides automated note-taking, action item tracking, meeting summaries, agenda management, and seamless integration with tools like Zoom, Slack, and HRIS systems. These features help HR teams streamline meetings, improve documentation, and enhance employee engagement. (source)
Yes, Spinach AI integrates with meeting platforms (Zoom, Google Meet, Microsoft Teams, Webex), communication tools (Slack), calendar services (Google Calendar, Microsoft Calendar), project management tools (Jira, Trello, Asana, ClickUp, Linear, Monday.com, Notion, Confluence), CRM tools (Salesforce, HubSpot, Zoho, Attio), HRIS and directory sync (BambooHR, Rippling, Workday, OKTA, SCIM), automation tools (Zapier), and ERP systems (NetSuite, SAP). (source)
Yes, Spinach AI offers a Transcript & AI Summary API, available across all plans. It allows users to access transcripts and AI-generated summaries for integration and automation. (source)
Spinach AI provides comprehensive technical documentation, including printed and digital instructions, online help files, technical documentation, and user manuals. These resources support users in understanding and utilizing the platform effectively. (Help Center)
Spinach AI is certified for SOC 2 Type 2, GDPR, and HIPAA, ensuring adherence to industry-leading security and privacy standards. The platform uses best-in-class encryption, access controls, and regular third-party audits. (source)
Spinach AI uses best-in-class encryption, access controls, and intrusion detection software. It enforces a zero data retention policy with all AI subprocessors, ensuring customer data is never used for AI model training. Regular third-party audits maintain compliance and reliability. (source)
Spinach AI is designed for rapid implementation. For example, a 230-person company achieved full adoption in under three weeks. Free account setup, onboarding programs, dedicated customer success managers, and a comprehensive Help Center support a smooth rollout. (source)
Spinach AI offers free account setup, step-by-step onboarding, and priority support for all paid plans. Users can start exploring the platform immediately and access support articles or schedule demos as needed. (source)
Spinach AI offers a Starter Plan (free, unlimited meeting recording and basic AI summaries), Pro Plan (pay-as-you-go, $2.90 per meeting hour), Business Plan ($19/user/month billed annually or $29/user/month billed monthly), and Enterprise Plan (custom pricing). Flexible billing options are available. (source)
Spinach AI is designed for HR and recruiting teams, product managers, sales teams, customer success, engineering, and marketing. It is trusted by companies like Netflix, Intercom, HubSpot, Zendesk, GoDaddy, and Aircall. (source)
Spinach AI automates note-taking, streamlines administrative tasks, improves workflow efficiency, uncovers insights from employee feedback, and enhances collaboration across distributed teams. It also offers customizable solutions for HR and recruiting, such as meeting insights and onboarding automation. (source)
By automating meeting documentation and follow-ups, Spinach AI enables HR to focus on meaningful conversations and act on feedback quickly, leading to higher engagement and a better employee experience. (source)
HR teams can expect time savings, improved workflow efficiency, enhanced decision-making, increased productivity, better customer engagement, and cost efficiency by automating manual processes and focusing on strategic initiatives. (source)
Yes, customers like Belén Medina from Do It Consulting Group and Dan Robidoux from Careviso have praised Spinach AI for improving team communication, workflow, and alignment. (source)
Descript is known for audio/video editing and transcription. Spinach AI focuses on tailored meeting solutions, automating note-taking, and providing AI-powered insights for HR and other roles, which Descript does not specialize in. (source)
Fireflies.ai offers transcription and meeting summaries. Spinach AI provides tailored solutions for HR, seamless integrations, and advanced AI-powered insights, making it more versatile for team collaboration and employee experience management. (source)
Otter.ai specializes in fast transcription. Spinach AI goes beyond transcription by automating administrative tasks, integrating with HRIS and CRMs, and offering customizable solutions for HR, enhancing productivity and collaboration. (source)
Spinach AI offers superior summary quality and format, as highlighted by customer feedback, and provides tailored features for HR and other roles, while Meetgeek and Supernormal focus on general meeting summaries and follow-ups. (source)
Trint and Sonix specialize in transcription and translation. Spinach AI provides tailored meeting solutions, AI-powered insights, and customizable features for HR, making it more suitable for collaborative environments and employee experience management. (source)
Spinach.ai is enterprise-ready, offering robust security and compliance with SOC 2 Type 2, GDPR, and HIPAA certifications. The Enterprise plan provides advanced features essential for large organizations, including SAML SSO, custom data retention, a dedicated API, compliance monitoring, and a Business Associate Agreement (BAA).
One-on-ones don't have to be dedicated only to managers and their direct reports. They also offer a great opportunity for HR professionals to improve their overall employee experience.
Simon Wessels
In the last 3 years that I’ve been at SoapBox, I’ve seen that one of the biggest impacts I could have on not only understanding, but also improving employee engagement was through the one-on-one meetings I set with every employee.
Generally, organizations will send out multiple pulse surveys, engagement surveys (the list goes on), to their employees. But, from an employee perspective, only 30% of US employees feel that their feedback is acted upon by their employer. By giving employees the opportunity to have a one-on-one meeting with HR, feedback is not only acted on faster, but there’s more room to gather all the context needed to act appropriately.
What is the optimal way for an HR team to track engagement? This is a question teams ask themselves all the time. The area is certainly flooded with tools and tricks to do so, but do they really give you what you need?
It can be strange being an HR team of one in a company that’s trying to disrupt the engagement space. You have to unlearn a lot and come up with new and innovative ways to track data on your people. Quarterly engagement surveys simply did not cut it.
At SoapBox, we care a lot about the employee experience and constantly want to measure how employees feel about their experience in the company. That usually starts with a candidate experience survey and an onboarding survey. Yes, we still conduct some surveys, but they’re not our one source of truth. Unlike many other organizations, every person in the company also has a one-on-one meeting with HR every quarter.
I started doing 1:1’s with everyone back in the fall of 2018, and since then I’ve learned so much. Below are five quick learnings to help you with your 1:1s for the purpose of tracking employee engagement.
Don’t wait for the employee to add anything to your meeting agenda, because unless there’s something pressing, they won’t. They already have multiple 1:1s with their manager and team, so to be overwhelmed by HR will just be annoying.
When planning out your questions, consider what you want to measure. This can will among organizations. For example, at SoapBox we believe that having clear goals are a big part of great employee experience. We also believe that consistent feedback and coaching contribute to a great experience too.
With these factors in mind, some questions that I ask during my one-on-one meetings with employees include:
For my one-on-ones, I schedule 45 minutes with each employee. If you go down this route, it’s important to ask anywhere from 5-8 questions to give the employee time to answer your questions, as well as cover any issues or items that they might bring up.
Finally, ensure the questions can yield yes or no answers. This will help with tracking data on the percent agreement of the particular question category. The great thing about tracking qualitative data is you can also get context on the answer from the employee. More on that next!
Surveys are very convenient because they allow you to collect a certain amount of data in a very short period of time. You can send it out to people through a Google Form or survey tool and have results back within that same day. Just one problem though: participation rates. Our participation rates on various surveys usually sit at around 76%. Not bad. But, for a company of 33 people, we need the biggest sample size we can get.
The great part about doing 1:1’s is you will get a response from everyone within the quarter.
Did someone say a 100% participation rate? 🤩
This process is also more personable and allows you to get to know every employee while building rapport and trust with them. The one drawback is the data will take a little bit longer to collect.
As I said earlier, it’s great to have yes or no questions, but now you have the added opportunity to press for context. Be sure to jot down notes so that you’re able to best summarize each question when the meeting is over.
However, you need to understand that this is not a job interview, so don’t sit there typing away the entire time. Make eye contact, listen, and ask prompting questions. When something comes up that you feel is important, write it down.
Once the meeting is over, write out the answers along with any context given. It’s important to do this as soon as possible so you don’t forget anything. Finally, double-check with the employee to ensure that your notes are accurate.
What is the point of having these meetings if you aren’t going to compile the data? The great thing about asking yes or no questions is that you can determine the percentage of agreement for each category. Depending on the questions you ask, this can be things like:
These are all questions that can be answered through these 1:1s. Once you have the data, it’s crucial to prioritize and focus on actioning your learnings to ensure that your employees feel like their feedback is being actioned on.
Analysis paralysis! It happens to us all… But what can we do with the data we have compiled? Well, as we’ve discussed, we can group it any way we want. If a particular department has very low agreement on performance conversations, it might be wise to go over and chat with that department’s manager as to why that might be. Remember to back it up with the data you’ve collected. As an HR professional, we are always looking for ways to gain respect in our organizations and be strategic partners with managers. This can be a great way to establish that trust with your leaders and form that partnership going forward.
As your organization grows, these kinds of meetings will become increasingly difficult, so if you are in an organization of 60+ people this may not be ideal for you to do quarterly. These kinds of meetings may have to occur bi-annually or even annually.
1:1s don’t have to be exclusively a managerial thing. HR can certainly benefit from doing 1:1s with as many employees within their organization as they can. This could be the entire organization or the business area that you support. Whatever it is, get in front of people and talk to them! Don’t hide behind a survey.
Now that you've read this article, here are some things you should do:
helps managers run better
Meetings edit_calendar
,
hit their
Goals flag
,
and share better
Performance feedback insights
, faster.