One-on-one Feedback Spurs Performance Excellence

Cathie Leimbach • September 17, 2024

Quality one-on-one feedback plays a crucial role in boosting employee engagement and highlighting career growth opportunities within an organization.


Regular, personalized interactions between managers and employees foster open communication and trust. When managers praise specific incidences of good performance, the employee knows the manager is paying attention to them and values their work.


Employees that receive adequate recognition are four time likelier to be engaged, and in turn are more productive.

One-on-ones also provide a setting for employees to share constructive feedback tailored to the employees’ strengths and areas for improvement, making them feel valued and supported.


As managers provide clear guidance and set achievable goals, employees gain a better understanding of their roles and the steps needed for career advancement. Such feedback sessions also enable managers to recognize employees' aspirations and align their growth paths with organizational goals. When managers take time for these conversations, employees are 5 times likelier to see the potential for a quality future within the company.



Ultimately, these one-on-one sessions create a positive work environment, reduce turnover, and enhance overall productivity by ensuring that employees feel heard, appreciated, and guided in their professional journeys.

How Managers Drive 70% of Performance

By Cathie Leimbach • February 17, 2026
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.

Why Engagement Isn’t About Perks

By Cathie Leimbach • February 10, 2026
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.