What percentage of your one-on-ones with direct reports do you dedicate towards their professional development?

0% - 10%11%

10% - 25%54%

25% - 50%25%

50% - 75%5%

75% - 100%2%



2.6k views2 Upvotes3 Comments

Director in Manufacturing, 1,001 - 5,000 employees
I would hope that every discussion and project review helps people develop. I do coach for development on a sliding scale. I spend more time on it early in the year when it seems we have more time and less time on it as due dates for projects and goals are nearing.
2 1 Reply
Sustainable Supply Chain Adviser in Healthcare and Biotech, Self-employed

Agreed Chris! It is a fluid approach for me too. There are times when it is more and times when we need to focus elsewhere. I only pay attention to ensure it doesn't drop from the discussions and it is a quality discussion for both parties and not just a mere tick in the box exercise.

Principal Consultant in Services (non-Government), 51 - 200 employees
I tend to spend most of our 1:1 time on Professional Development, unless the employee wants to talk through where they're at with their work and needs/ wants help. I try to make sure that people on my team use their current role/ work as an opportunity to develop themselves for their next role (while still delivering quality work). Together we think about what are the hard and soft skills needed at that next level, and determine how we can apply then today. If they've truly maxed out, then we'll talk about mentorship opportunities and other next steps

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Strongly agree5%




Strongly disagree1%

Other (please comment)0%


2.1k views1 Upvote2 Comments

Director of IT, Self-employed
One thing I do is include them in the meetings about the changes that will take place and get their opinion.  I also lay out the pros and cons of the changes and how it will effect us as a team moving forward.

2.4k views1 Upvote1 Comment