5 Mistakes Designers Make in 1-on-1s with Their Manager
And how to use that time to move your career forward, not just stay afloat
Your 1-on-1s with your manager are one of the few recurring meetings actually designed for you. But too often, designers show up underprepared, overly deferential, or focused entirely on project tasks — missing the opportunity to advocate for themselves and shape their own growth.
Here are five of the most common mistakes I’ve seen (and made) — and what to do instead.
Using the whole time as a project status update
It’s tempting to rattle off the sprint board: “Homepage design is 70% there, waiting on content for the About page, and I left comments for devs on that mobile issue.” But your 1-on-1 isn’t a stand-up. Your manager can probably get those updates from tools or team syncs.
Instead:
Use this time to talk about you. What’s working? What’s frustrating? What feedback have you gotten? Where do you want support? Bring one work update that needs input — but spend the rest discussing growth, alignment, or challenges.
Avoiding conflict or hard conversations
Many designers are peacemakers. We don’t want to rock the boat. But if something’s off — expectations, team dynamics, leadership communication — and you never bring it up, nothing improves.
Instead:
Practice flagging concerns with clarity and curiosity. “I’m noticing X, and I’m not sure if it’s a one-off or a pattern. Can we talk about it?” You’re not being difficult — you’re showing leadership.
Waiting to be asked about your goals
If your manager hasn’t asked about your career path in a while, it’s easy to assume it’s not on their radar — or that you shouldn’t bring it up. That’s a missed opportunity.
Instead:
Come prepared with your own agenda. “I’d love to use a few minutes today to talk about where I’d like to grow this year.” It signals initiative and gives them something to work with. Managers can’t support goals they don’t know about.
Expecting them to read between the lines
“I guess I’ll just keep doing this work and hope someone notices,” is not a strategy. Hoping that your value is self-evident or that someone will offer you feedback unsolicited often leaves designers feeling invisible.
Instead:
Ask directly. “I’d really appreciate your feedback on how I’ve been handling the new stakeholder relationship. Is there anything I could improve?” It opens the door for growth and builds trust.
Not taking notes or following up
Your manager may support you, but they’re juggling competing priorities. If you leave every 1-on-1 with good intentions but no action, progress gets fuzzy.
Instead:
Document action items. “To recap, I’ll send over the workshop outline and you’ll follow up with PM about timeline shifts.” These little habits build momentum, clarity, and confidence.
Use It or Lose It
Your 1-on-1 isn’t just a checkpoint — it’s a leadership gym.
Show up ready to grow.
Even if your manager isn’t a perfect mentor or coach, you can set the tone by making space for the career conversations you wish they were initiating. If you treat your 1-on-1s like a design problem — with intention, iteration, and honest feedback — you’ll see better outcomes over time.
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I write weekly articles for designers and design leaders who want to grow their impact, lead with clarity, and build careers that actually feel sustainable.