Structure your one-to-one meetings to ensure they are useful

Instructions

Start with small talk.
Always start the meeting with a bit of small talk. This shows that you are interested in them as a person outside of the office. It also creates a more relaxed atmosphere, so you have better discussions later.
Discuss performance.
Next, move on to discussions about performance. Ask if they think they are performing well and meeting targets. Find out if something is getting in the way of their performance. Ask what support you can give that would help them perform better.
Discuss peer group relationships.
Ask them about their relationships with other groups in the company. Understanding how they interact with and collaborate with other teams is crucial. If there are barriers to this, ask them how you can help them work across departments more effectively.
Discuss management.
Ask how they think they are managing the people under them. Are they putting time into coaching and developing them? Are they able to recognize the employees that need more support? Are they providing that support?
Discuss innovation.
Ask what changes they are making to improve innovation and drive things forward. Are they looking at what other companies in the industry are doing? What technological tools have they put in place to boost productivity? Are they constantly evaluating themselves?