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This should be everyone https://themanagermillennial.com/blog/2020/1/13/why-to-have-one-on-ones monthly 0.5 2023-08-10 https://images.squarespace-cdn.com/content/v1/5c5c4b920cf57d23fc01ad1f/1578927868002-G1TYX2QHB4YSZ9A19UGT/1o1+Time.JPG Better Management - Why to Have One on Ones Doubling a team size more than doubles manager time commitments https://images.squarespace-cdn.com/content/v1/5c5c4b920cf57d23fc01ad1f/1578927978058-L104XU7SSPH30QCL4FOW/1o1.JPG Better Management - Why to Have One on Ones - Familiar hamster Wheel? 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Wait wait wait— no really! The worst managers are often the ones who believe themselves exceptional! That’s not me! I’ve been a people manager for ten years, leading teams from five to eighty and I’ve done it all while being remote from most or all of my reports. I’m a Millennial (proudly) and I’ve primarily managed Millennials and GenX’ers at a technology startup that grew from 200 to 2,000 employees over my tenure. I’ve managed individual contributors. I’ve managed the manager of managers. I’ve seen some things. I’ve learned from my misteps. Mostly, I benefited by quickly understanding that people management and my pre-people management job were only tangentially related skill sets — and that if I wanted to be good at people management, I had to learn and work at it like any other skill. 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