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5 Myths About One-on-Ones That Are Hurting Your Business (And How to Fix Them)
Here’s an unpopular truth: there’s one meeting you can’t afford to skip—your one-on-ones with your direct reports.
I work with business owners from $1M to $6M in revenue (and have led teams in organizations up to $700M). No matter the size, I see the same pattern: owners either avoid one-on-ones altogether or run them in a way that does more harm than good.
If that’s you, you’re not alone. But the good news? One-on-ones don’t have to be awkward, draining, or pointless. Done right, they are one of the most powerful tools you have for building alignment, surfacing unseen friction, and growing your team.
Let’s break down the 5 biggest myths I see around one-on-ones—and how to fix them.
Here’s an unpopular truth: there’s one meeting you can’t afford to skip—your one-on-ones with your direct reports.
I work with business owners from $1M to $6M in revenue (and have led teams in organizations up to $700M). No matter the size, I see the same pattern: owners either avoid one-on-ones altogether or run them in a way that does more harm than good.
If that’s you, you’re not alone. But the good news? One-on-ones don’t have to be awkward, draining, or pointless. Done right, they are one of the most powerful tools you have for building alignment, surfacing unseen friction, and growing your team.
Let’s break down the 5 biggest myths I see around one-on-ones—and how to fix them.
Myth #1: One-on-Ones Are Just for Troubleshooting Problems
Many owners treat one-on-ones as a disciplinary meeting. If every one-on-one feels like a “course correction,” your direct reports will dread them—and eventually shut down.
The truth: One-on-ones are about more than fixing problems. They’re a safe space for employees to share ideas, voice frustrations, and align on the bigger mission. Your goal isn’t to lecture—it’s to listen, coach, and build trust.
Myth #2: They Take Away From “Real Work”
I hear this a lot: “I don’t have time for one-on-ones. I need to focus on the business.”
Here’s the problem: one-on-ones are working on the business.
Think of them like sharpening the axe before chopping wood. You can swing harder all day, but unless you take the time to sharpen your tools—your people—you’ll burn out and stall progress.
Even a short, structured one-on-one re-centers your team and reduces costly misalignments.
Myth #3: You Don’t Need Them If You Talk to Your Team Daily
Owners of small teams often think, “I see my people every day. Why schedule another meeting?”
But casual check-ins aren’t the same as intentional conversations.
When you’re in the daily grind, you only talk about what’s urgent. One-on-ones create space for what’s important—career development, feedback, and solving long-term issues.
Myth #4: They’re Just for Status Updates
If your one-on-ones feel like a glorified “report out,” you’re doing them wrong.
Your job isn’t to get updates—it’s to unblock your people.
Ask better questions. Shift from “What are you working on?” to:
“Where are you stuck?”
“What’s working well for you?”
“How’s your team doing?”
This turns your one-on-ones into coaching sessions that drive real change.
Myth #5: They’re Too Formal for Small Teams
Some owners think structured one-on-ones are only for big corporations. That’s false.
Even if you lead a team of two, these conversations matter.
I’ve done them with global directors, local managers, and even contractors overseas. Why? Because everyone—no matter their role—has stakeholders, challenges, and growth goals worth discussing.
The Bonus Myth: “I Don’t Need a Structure”
Unstructured one-on-ones often turn into awkward small talk—or worse, gripe sessions.
Structure creates clarity. I use a simple framework with three questions:
What’s been working well for you this week?
Are there any pain points or blocks I can help you remove?
How’s your team doing?
That’s it. Three questions. Simple, repeatable, and transformative.
The Bottom Line
When done right, one-on-ones sharpen your team, uncover hidden problems, and boost alignment. They’re not optional—they’re a non-negotiable part of leading well.
Want help mastering one-on-ones and leading with clarity?
My Leadership Reset program is designed for founders and executives who feel stuck in the day-to-day grind. Together, we’ll create the structure, rhythm, and focus you need to scale without burning out.