From Silence to Strength: The Power of Purposeful One-on-Ones

Many leaders aspire to cultivate a strong sense of inclusion and belonging among their teams. However, they face a significant challenge: they can’t address issues they’re unaware of. Oftentimes, employees hesitate to speak up about feeling excluded or experiencing non-inclusive behaviors. They fear uncomfortable conversations, judgment, further isolation, or being perceived as weak or complaining. Consequently, they may opt to suffer in silence, hindering leaders from rectifying the situation and creating a better environment. Leaders are not mind readers, how can we effectively support employees as we strive to nurture a culture of inclusivity and belonging?

Ditch the old-school “don’t ask, don’t tell” mindset. Instead, prioritize checking in with your team members through meaningful 1×1 conversations that encourage then to share their experiences and needs.

The Power of Regular 1×1 Meetings

1×1 check-ins should be used for more than discussing projects or deadlines; they’re a powerful tool for creating a safe and brave space where employees feel comfortable sharing when they are struggling and advocating for what they need to support their success. Through 1×1’s you build genuine and trusting relationships while gaining valuable insights into an employee’s personal and professional wellbeing. 

No problems? No problem. 1×1’s can still provide valuable insights to help you lead more effectively. The more you get to know each employee, the better understanding you will have of their unique “set point” – their baseline behavior and demeanor. By understanding what’s “normal” for each team member, you can better recognize when something might be off. 

Questions to Ask 
If you’re not sure where to start, here are 10 questions you can sprinkle in during 1×1’s over time that will help you foster open and honest conversations and lay the foundation for employees to articulate what they need to feel comfort, connection and contribution – the pillars of belonging at work: 

1. What’s something that’s been on your mind lately, either related to work or personal life, that you’d like to discuss?
2. Can you recall a specific moment or experience where you felt particularly valued or included within our team? What made that experience memorable for you?
3. Can you share with me any challenges or obstacles you’ve encountered recently, either in your projects or within the team dynamics?
4. Are there any aspects of our team’s culture or communication that you think could be improved to better support everyone’s success?
5. Are there any specific team rituals, activities, or initiatives that you find particularly effective in fostering a sense of community and belonging? How do you think we could build upon or enhance these?
6. How comfortable do you feel contributing your thoughts in team meetings? What adjustments or support would make you feel more at ease?
7. How would you describe the support you’ve been receiving from the team or from me in achieving your goals and objectives?
8. On a scale from 1 to 10, how do you rate the sense of inclusion and belonging you currently feel? What would it take to move that number higher?
9. If you could introduce one fun activity or tradition to boost team camaraderie and inclusion, what would it be?

10. Is there anything else you’d like to share or discuss that we haven’t touched on yet? Your feedback and insights are valuable to me.

To achieve our workplace goals, we need to prioritize our people.

And doing that means fostering an environment where vulnerability is welcome, leaders listen, and leaders and employees are willing to collaborate to accomplish the best outcomes for all. 

The truth is that creating a safe space for employees to be honest about how they are doing and share when they are struggling doesn’t mean you necessarily have to fix all of the problems. You’d be surprised how effective listening without judgment, offering support, and being willing to collaborate can be. 

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