The Feedback Loop: Beyond Status Updates in 1:1s
The most common mistake in engineering management is turning the 1:1 into a status update. If you're spending 30 minutes hearing about Jira tickets that you could have read yourself, you're burning precious time.
A status update is a transaction of information. A 1:1 is a transformation of a person.
Why 1:1s Become Status Reports
It's the path of least resistance. It's easy to talk about what happened yesterday. It's harder to talk about career growth, interpersonal tension, or system-level frustrations.
Managers often fallback to status updates when they haven't prepared enough context or when the relationship lacks the psychological safety to go deeper.
The 80/20 Rule for 1:1s
Aim for 80% growth and relationship building, and 20% tactical alignment.
If you have a solid system (like Kanban boards or automated status tools), you shouldn't need to ask "What are you working on?" during the 1:1. You already know. Instead, you can ask:
- "What was the most frustrating part of that implementation?"
- "Where did you feel blocked by our processes this week?"
- "How does this task align with where you want to go in your career?"
Creating a Feedback Habit
To move beyond status, you need to cultivate a continuous feedback loop.
1. Document the "Little Things"
Don't wait for quarterly reviews. When you see a great piece of code, a helpful Slack comment, or a subtle improvement in communication—note it down. Mention it in the next 1:1.
2. High-Signal Questions
Ditch "How's it going?" in favor of:
- "If you were me, what's the one thing you'd change about how the team works?"
- "What's something you did this week that you're proud of but nobody noticed?"
3. Review the Trajectory
Every month, spend 10 minutes looking back at the notes from the previous 1:1s. Are you talking about the same problems? Is the person growing? Without history, a 1:1 is just a snapshot. With notes, it's a journey.
From Manager to Coach
When you stop being a "status receiver" and start being a "growth facilitator," the dynamic of your team changes. Your reports will look forward to 1:1s because they feel seen, heard, and challenged.
Remember: The best 1:1s start with context you've already captured, allowing you to spend the time building the future instead of rehashing the past.
Resources for Engineering Managers
Ready to transform your 1:1s? Here are practical templates and guides to help:
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Engineering Manager Templates Hub – Collection of templates for feedback, performance reviews, and team management
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Engineering Manager 1:1 Template – A copy-paste template to structure productive one-on-ones with your direct reports
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Performance Review Templates – Quarterly review frameworks to document growth and provide meaningful feedback
These tools help you move from memory-based management to systematic, documented conversations.
About the Author
Carlos Corrêa da Silva is an Engineering Manager and the builder of Ledger, a tool designed to help engineering managers maintain context on their teams. He focuses on making people management more systematic and less reliant on memory.