Glad We Met by Steven G. Rogelberg Summary

Glad We Met by Steven G. Rogelberg provides a research-backed framework for transforming one-on-one meetings into powerful tools for leadership, employee development, and organizational success. It combines behavioral science with actionable strategies for structuring agendas, fostering trust, and addressing common pitfalls like wasted time or unproductive conversations. The book emphasizes active listening, psychological safety, and aligning meetings with core workplace values.

This book is essential for managers, team leaders, HR professionals, and anyone seeking to improve workplace communication. It’s particularly valuable for those managing hybrid/remote teams or addressing low morale. Rogelberg’s insights also benefit employees aiming to elevate their participation in 1:1s. However, readers note it’s most effective when applied after gaining some management experience.

Yes—the book is praised for its practicality and transformative approach. Readers call it a “manifesto for human connection at work,” offering tools to turn routine check-ins into catalysts for engagement and productivity. Its structured methods for agenda-setting, feedback loops, and empathy-building make it a standout resource in leadership development.

Rogelberg advocates:

• Co-created agendas to ensure mutual ownership of topics
• Active listening to uncover unspoken concerns
• Progress-focused follow-ups to maintain momentum
• Flexible time management (e.g., shorter "micro-meetings")
• Psychological safety through vulnerability modeling

These strategies are supported by case studies showing measurable improvements in team performance and retention.

The book identifies solutions for:

• Uneven participation: Techniques to empower quieter employees
• Low accountability: Structured documentation systems
• Time waste: The “55-minute rule” to prevent overruns
• Superficial discussions: Question frameworks to deepen dialogue

Rogelberg argues that well-executed 1:1s can reduce larger team meeting needs by 30-40%.

Rogelberg draws from:

• 15+ years of organizational psychology studies
• Data spanning 50,000+ meetings across industries
• Behavioral experiments on agenda design and feedback timing
• Interviews with leaders at companies like Google and Thrive Global

While both books address meeting efficiency, Glad We Met focuses exclusively on 1:1 dynamics rather than group settings. It provides more personalized tools for relationship-building and includes new frameworks like the “Connection-Progress Matrix” to evaluate meeting impact.

Some readers note the strategies require consistent practice to master, and the depth of psychological concepts might overwhelm new managers. However, these critiques are outweighed by the book’s actionable templates and real-world examples.

Absolutely. The book dedicates a chapter to virtual 1:1 best practices, including:

• Camera positioning for better rapport
• Asynchronous prep tools
• “Virtual watercooler” techniques to maintain personal connections

Case studies show teams applying these methods report 25% higher engagement in distributed setups.

Notable lines include:

• “The 1:1 isn’t your meeting—it’s theirs.”
• “Progress isn’t measured in tasks crossed off, but in trust built.”
• “Every canceled 1:1 whispers ‘You don’t matter.’”

These emphasize Rogelberg’s core philosophy that 1:1s are leadership compassion in action.

Key metrics include:

• Employee-led agenda items (target: 70%+)
• Reduction in recurring issues
• Promotions/retention rates within managed teams
• 360-degree feedback improvements

The book provides a free assessment tool to benchmark and track these indicators.

Pair with:

• Crucial Conversations (conflict resolution)
• Radical Candor (feedback frameworks)
• The Coaching Habit (questioning techniques)

Rogelberg’s work uniquely bridges academic rigor with immediate applicability, making it a cornerstone for modern leadership libraries.