Here’s why 1:1 sessions with the CEO are a valuable reward for employees

Ever had a casual conversation with your CEO? Remember how you felt? At first, you might be cautious, but by the end, a sense of relief—realising they aren’t micro-managing or seeking status updates, but simply wanting to know you better.

The good news? More CEOs worldwide are embracing these casual connections—whether it’s a friendly ‘Hey, what’s up?’ or a relaxed 1:1 catch-up to understand their people better. 

Why are 1:1 catch-ups with CEOs needed?

CEOs catching up is just one way to inspire people, show them how CEOs lead, achieve, and how equally committed they are to people’s goals and aspirations as they are to business goals. Dr. Bhukhary Essam, CEO of Manga Production (a MiSK Foundation subsidiary) writes, "If people see your achievements speaking for themselves and your actions preceding your words, they will believe you. If they believe you, they will follow your lead. And if they follow you, you will become an inspiring leader who creates a positive impact."

It is also a way to resolve conflicts or blunders before they happen! Sometimes CEOs sense that something is not right and may not receive clear details from their team leads. So, they immediately reach out directly to people to identify the issues and work on solutions to resolve them. That casual catch-up is also intended to resolve uninvited problems before they become escalating issues.

Saeed Alghafri, CEO of Emirates Steel recently shared, "I read people well. Too well, sometimes. It’s not a skill I learned. It’s instinct. Like driving, you don’t think about it, you just do it. I notice body language and I see the small shifts. I catch the signs that people don’t say out loud. And most of the time, it's a gift. It helps me connect. It helps me understand. It helps me lead with empathy...Because when I sense someone needs help, my instinct is to jump in. To help. To fix. To make things better." He added that sometimes it might not be a good idea, as people may not want to be called out, seen, or offered help. So, he tries to create a healthy balance, saying, 'Because true leadership isn’t about having all the answers—it’s about empowering others to find their own.

How can these 1:1 catch-ups with the CEO be rewarding?

Younger employees increasingly value transparency, mentorship, and a sense of influence within their organisations. One-on-one meetings with the CEO provide a unique opportunity to fulfill these expectations, creating a culture of openness and inclusivity.

CEO Alghamri writes about this while sharing his podcast: "Some leaders think it takes big moves to make an impact. Huge decisions. Grand speeches. Monumental changes. But the real impact? It happens in the smallest, quietest moments. I’m talking about how you make people feel every single day.

1. Small moments of recognition.
2. Genuine acts of kindness.
3. Little expressions of generosity.
4. Actually listening when someone speaks.

These might seem insignificant, but they're not. They make people feel seen. They make people feel valued. And when people feel valued, they show up differently. They bring more energy, more ideas, and more commitment."

"That’s why every morning, as I walk into the office, I make it a point to greet everyone. "Hey, how you doing? How’s it going?" It’s not just small talk. It’s connection. I mean it. I want to know how they're really doing. Because people aren’t just their job titles. They have lives, families, struggles, and dreams. Sometimes, I’ll notice someone looking down. So we’ll share a laugh, a joke, a moment of lightness. And I’ll watch as they walk away with a smile. That smile? It’s not just about making them feel better. It’s energy. And energy is contagious. That person will carry it into their next interaction. And the next.

As leaders, we have a choice in every interaction. The beautiful thing? It doesn’t take grand gestures or big budgets. It just takes awareness and intention. And it’s the small actions that leave a lasting impact. These are the things people remember. These are the things that build loyalty, motivation, and a sense of belonging," he added. 

So, these personalised interactions allow employees to voice concerns, share ideas, and receive direct guidance from top leadership, reinforcing their sense of recognition and career growth.

One-on-one meetings serve as a tool for building trust and rapport between employees and executives. Unlike group meetings, these sessions create a dedicated space for open dialogue, allowing employees to express their perspectives without the pressure of a larger audience. 

This environment of trust contributes to a positive workplace culture and higher engagement levels. Research from the Microsoft Workplace Analytics team highlights that employees who receive frequent one-on-one sessions are 67 percent less likely to be disengaged than their peers.

Furthermore, employees who lack direct interactions with leadership are four times more likely to feel disengaged and twice as likely to perceive leadership unfavorably. These findings underscore the importance of individualised attention in strengthening workplace relationships.

Direct access to leadership enhances workplace engagement 

For Zillenials in the workplace, access to leadership is a key motivator in the workplace. Direct interaction with the CEO fosters a sense of inclusion and involvement in organisational decision-making. 

One-on-one setting provides a structured opportunity for employees to share their thoughts, fostering a collaborative work environment.

This kind of sessions with the CEO also serve as a platform for mentorship and professional development. Employees who regularly meet with their managers and leaders report feeling more valued and supported, leading to increased productivity and job satisfaction. A Gallup study found that employees who frequently engage in these meetings are three times more likely to be engaged at work. 

Companies like Adobe and GE have successfully replaced traditional performance reviews with structured one-on-one meetings, resulting in measurable improvements:

• Adobe reported a 30% reduction in voluntary turnover.
• GE achieved a fivefold productivity increase within a year.

These statistics highlight the role of personalised feedback and direct mentorship in driving employee retention and professional growth. By facilitating goal alignment between employees and leadership, these meetings ensure that everyone works towards a unified organisational vision.

Reducing workplace issues like stress and burnout 

Workplace stress and burnout are growing concerns, particularly for younger employees striving to balance career progression and well-being.

According to Gallup’s 2024 State of the Global Workplace report, only 14 percent of workers in the MENA region are engaged at work, while 61 percent are not engaged, and 25 percent are actively disengaged. Additionally, their daily mood meter highlighted stress at 52 percent, anger at 32 percent, sadness at 26 percent, and loneliness at 23 percent.

The World Health Organisation (WHO) has recognised burnout as an occupational phenomenon, with symptoms including declining confidence, social isolation, sleep deprivation, and other physical ailments.

One-on-one meetings with the CEO provide an opportunity for employees to discuss workplace stressors and seek guidance on managing challenges.

If we look at the west, Mental Health America’s "Mind the Workplace" report found a strong correlation between opportunities to discuss stress with a supervisor and maintaining a healthy work environment. Regular check-ins enable leadership to offer support, address concerns, and foster a workplace culture that prioritises employee well-being.

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The bottom line is: 1:1 sessions with the CEO can be a game-changer for both employees and the organisation. They help build stronger relationships between employees and leadership, fostering open communication and better collaboration. These conversations align personal goals with the company’s vision, offering a space for honest feedback and professional growth. By addressing concerns directly, they reduce disengagement, ease workplace stress, and lower the risk of burnout. Plus, when employees feel heard and valued, job satisfaction rises—leading to better retention and a more motivated, productive team.