A TikToker warns workers that managers who regularly cancel one-on-one meetings could be holding them back from “[growing] in their career” in a now-viral TikTok.
In the video posted by corporate advice TikToker Missy (@corporateamericaburnout) on Aug. 11, they say that it’s a “major red flag” if managers cancel one-on-one meetings “often.”
“In my opinion, the No. 1 job of a manager is to help remove roadblocks to make you do your job more easily and efficiently,” Missy explains. “If they’re not doing that then they’re just a bad manager. If your manager isn’t doing the basics of their job, then they’re definitely not going to help you grow in your career.”
The video has reached over 33,000 views as of Wednesday, with commenters sharing their bad experiences with managers who avoided one-on-one meetings.
@corporateamericaburnout Replying to @cornbreadlvr i hope you have the energy to leave. You deserve better #horriblebosses #managerproblems #greatresignation #redflagsatwork #corporateamericaburnout ♬ original sound – CorporateAmericaBurnout
“Omg mine did connnstantly and I didn’t have an annual review for 3 years. she was a terrible micromanager too,” one user wrote.
“100% the manager that didn’t interview me (but did everyone else) canceled my 1:1’s constantly I should have seen my layoff coming,” another said.
“First manager cancelled soooo many times and basically had me rely on my other coworkers,” a third added.
However, some managers disagreed, saying that they have to prioritize other commitments that they “can’t say no to.” Others wrote that they believe it’s important to make time for one-on-one meetings to create a productive work environment.
“I’m a manager and never cancel my 1:1s. I will move meetings with the CEO so that I don’t have to cancel my 1:1,” one manager shared.
“A true manager should never ever cancel. Your employees should be your number one priority. If things come up pivot the time,” another wrote.
In an email interview with the Daily Dot, Missy clarified that: “Some employees may not need their managers to help them solve issues at work or remove roadblocks. Having meetings for the sake of meetings is inefficient. Meetings – no matter who they are with – should provide value. If your manager insists on keeping 1:1s when there is nothing to report, it could feel like they are simply checking a box or even micro-managing.” But it’s all about managers catering to the needs of the workers whom they manage, she says: “[O]ne of the primary responsibilities of an effective manager is ensuring their employees can do their jobs as easily and efficiently as possible.”
And she adds that yes, she values these meetings.
“[L]ater in my career, when the problems I was solving became more complex and political, I valued more time with my manager to discuss these situations. I personally like having scheduled 1:1s now so I can save my non-time-sensitive questions and any blockers I need assistance with for that time.”
She concedes that yes, managers are often over-worked and don’t have time for these meetings. However, she notes, “this is where middle managers have the opportunity to step up and advocate for their direct reports (and themselves) to shift the culture of meeting etiquette and prevent burnout from work overload.”
Editor’s note: This story has been updated with comment from Missy.
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