[mytailorisrich]

> Here's the basic answer: the 1:1 is for you, not for me.

It's for both.

It allows the manager to build rapport and trust, to find out things that might not be said in a public or formal setting, and to mentor and coach in a safe environment.

You, as manager should also be asking plenty of questions, including to seek feedback.

[Jemaclus]

Absolutely. That's why it was the "basic answer." The longer answer, of course, is that it's for both of us.

I don't do it in every 1:1, but probably every 3rd or 4th 1:1, I ask for feedback about my own performance and about how they feel about other parts of the organization. I've found it incredibly valuable.

But the primary agenda is your agenda, not mine. Mine is often supplemental and periodic, but the more important and more immediately relevant agenda is yours.

If I need to talk to you about something else, it would be in something other than a regularly-scheduled 1:1, typically.

[mytailorisrich]

A good manager ought to forego the corporate blah blah and be straightforward and not seen as slippery in order to build trust and enable open and honest discussions.

[Jemaclus]

Never said otherwise :)