Coaching & 1-1 Meetings
The third element of Performance Enablement
In our ongoing series on performance enablement, we’ve explored how setting clear expectations gives employees a roadmap for success, and how continuous feedback helps them stay on course in real time. Now, we turn to the practice that ties those two pillars together: regular 1-1 meetings and structured employee coaching. These personalized conversations are where expectations come to life, feedback becomes actionable, and real growth happens.
New to performance enablement?
Read an overview of all the 6 elements of performance enablement first.
What Is Performance Enablement and How Do 1-1 Meetings Help?
Performance enablement is the modern model for employee growth—focused not on evaluating the past, but on supporting progress week by week. Tools like employee coaching and structured 1-1 meetings make it possible to connect expectations, feedback, and action in a scalable way.
"When done well, 1:1s are a dedicated time for both people to invest in the relationship."
Why 1-1 Meetings Matter for Employee Coaching and Performance Enablement
As companies evolve from top-down performance reviews to continuous development cultures, regular 1-1 meetings become a cornerstone of high-performing teams. From our interviews with 100+ People and Tech leaders across European tech companies, one insight is clear: consistent, intentional 1-1s unlock growth at every level.
A great 1-1 meeting is not about checking boxes—it’s about:
- Re-aligning on priorities
- Addressing blockers
- Driving reflection and ownership
- Delivering real-time employee coaching
These conversations foster trust, clarify expectations, and bring day-to-day performance into focus. When employee coaching happens continuously instead of quarterly, it builds momentum that sticks.
"Managers often fall somewhere between 'extreme coach'—too hands-on—and 'forgot to coach'—setting expectations, then disappearing."
How Employee Coaching Powers Performance Enablement
Within the performance enablement model, employee coaching is not reserved for formal reviews or high-performers only. It’s the ongoing practice of helping each person succeed based on their individual context.
At Taito.ai, we define employee coaching as structured support driven by:
- Expectations: Clear, role-specific definitions of success
- Feedback: Timely input tied to those expectations
- Observations: Data, behavior patterns, and real work signals
Managers transform these into action by:
- Guiding problem-solving
- Recommending resources
- Challenging thinking
- Sparking reflection
When coaching is grounded in expectations and feedback, it becomes less about evaluation and more about enablement.
"A 1:1 is not a status meeting. It’s the employee’s meeting."
How to Run 1-1 Meetings That Enable Employee Coaching
From our research, here’s how top managers make their 1-1 meetings matter.
Keep Them Regular—and Employee-Driven
Cadence matters. Whether weekly or biweekly, great 1-1s are consistent—and employee-led. Let direct reports shape the agenda, supported by structured coaching prompts. Use a shared doc or tool to track themes, feedback, and growth signals. This ensures the conversation is rooted in what matters most to them—not what you need to check off.
Anchor to Expectations
1-1s should revisit personal expectations: Are goals clear? Are they still relevant? Are there gaps? When meetings connect to expectations, coaching becomes grounded and actionable.
Incorporate Continuous Feedback
Timely feedback—peer or project-based—should inform 1-1s. Don’t wait for reviews. Coaching grounded in real-time insight helps employees course-correct and build confidence.
Track Themes Over Time
1-1s are not one-offs. Over time, patterns emerge. Are the same concerns coming up repeatedly? Is motivation dipping? Tracking these trends transforms 1-1s from scattered check-ins into a storyline—essential for coaching momentum.
Include Growth Conversations
Not every 1-1 should be tactical. Take time to zoom out: Where is this person heading? What do they want to learn? Growth-oriented 1-1s improve engagement and retention.
Address Performance Challenges Early
1-1s are also the place for honest, hard conversations. Grounding these in expectations and feedback makes them clear, fair, and constructive.
What Great Employee Coaching Looks Like in Practice
Example - Coaching for Growth
“Last quarter, you took ownership of our customer feedback loop. Based on peer feedback, you’ve had a big impact. What skill would you like to develop next? Let’s align a project to support that.”
Example - Coaching for Course Correction
“I’ve noticed a couple missed handoffs recently, and feedback points to a gap in follow-up. What’s getting in the way? Let’s revisit expectations and identify what support might help.”
These are employee coaching moments—tied to work, expectations, and growth—not judgment or evaluation.
The Impact of Employee Coaching and 1-1 Meetings on Performance Enablement
When employee coaching is consistent and 1-1 meetings are intentional, the outcomes are clear:
- Higher trust between managers and reports
- Faster alignment on goals
- Greater ownership of growth
- Fewer surprises during reviews
In short, this is how modern companies do performance enablement.
How Taito.ai Supports 1-1 Meetings and Employee Coaching
Taito.ai is built to make 1-1 meetings and employee coaching seamless, effective, and insight-driven:
- Personalized agendas: Generated from expectations, feedback, and recent work signals
- Coaching prompts: Highlight what to address and celebrate, drawn from real data
- Coaching cadence tracking: Visibility into how often coaching conversations actually happen
- Growth signals: Surfaced trends that guide deeper discussion and reflection
Most coaching doesn’t fail because managers don’t care. It fails because they don’t have time, context, or tools. We built Taito.ai to solve that.
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Want to go deeper?
These expert reads offer valuable perspectives on leveling up your employee coaching through better 1-1 meetings:
- The Manager’s Path – Camille Fournier (2017)
- Resilient Management – Lara Hogan (2019)
- High Output Management – Andy Grove (1995)
- Radical Candor – Kim Scott (2017)
- Managing Humans – Michael Lopp (2007)
- First Round’s 1:1s Reading List → Read here
What’s Next?
If expectations define success, and feedback provides insight, employee coaching through regular 1-1 meetings turns that insight into momentum.
This post is part of our blog series on performance enablement. So far, we’ve covered:
- Performance Enablement: Why Modern Teams Are Moving Past Traditional Reviews
- Setting Expectations: The First Step to Enabling Performance
- Continuous Feedback: Driving Growth in Real Time
- This post: Employee Coaching and 1-1 Meetings
Next up: How to Run Career Development Conversations That Stick (Helping employees build futures they want—inside your organization)