Manager/Employee One-to-Ones

My manager today decided to cancel all of her current one-on-ones including mine (I prefer to call them one-to-ones - so they don't sound like a wrestling match). She noted that she'd setup "quarterly goal review 1-1 focused exclusively on career development" and that she would "work with each individual to determine whether a weekly 1-1 is appropriate."

It's amazing that managers, whether new or seasoned, don't fully grasp the importance of one-to-one time. In here defense, she does have around 17 direct reports now - but that's a failing of her managers. I thought about sending her the Manager Tools link to their podcast on "the single most effective management tool - the one-on-one" but I figured I'd look like I was telling her how to do her job. Obviously, that wouldn't go over too well. Maybe I could leave an anonymous note with the link to Manager Tools on it...

Instead, I think I'll listen to the podcast again myself and the next time I talk to her, (probably at my quarterly one-to-one) I'll try to bring up some of the points Mark and Mike make. Also, I think I'll privately review (and possibly fill out) the Manager Tools: 1-on-1 Key Points and Prep Form (PDF). After I've done that, I'll start looking for a new position. I don't have time for inattentive and overburdened managers anymore.