Managers are busy. It's tempting to communicate with your team via email blasts and team meetings, where you can talk to everyone at once. Fitting one-on-one meetings into your schedule is important, though, because email doesn't convey tone and people may say things in private they wouldn't say in a group. So once you've managed to squeeze a one-on-one meeting onto your calendar, be sure you make the most of the opportunity.
The best one-to-one meetings take place in person, in a quiet location where you won't be distracted. If you can't meet in person, like with remote staff, that doesn't mean you're limited to email; make use of the other communication methods the Internet supports, like Skype. As with in-person meetings, make sure you're in a quiet place. Before making any Internet calls, make sure you have all the software you need installed. Test it out before the first time. If you can't complete an Internet call because of technical glitches, it's frustrating for the other person; they may feel their time was wasted and you don't value their time.
Put aside your cellphone and stop checking emails for the duration of the meeting. Have a plan for the discussion; this time is too valuable for a rambling conversation. Because these meetings should be about what the employee needs, you may want to have your employee prepare an agenda of the points they'd like to discuss.
At the same time, don't be all business. One-on-ones give you a chance to connect on a personal level with the people on your team. Without stooping to gossip, make sure you're aware of their personal situation so you can interact with them as a person, not just as an employee.
Listen closely to what the employee tells you. Keep it confidential when appropriate, but also be sure to take action where needed. It's worse to have a meeting and ignore acting on an employee's requests than not to have the meeting at all.
These meetings should be regular, but you can also schedule a follow-up meeting to touch base on progress. And even though one-on-one conversations should be routine, don't let them become routine. Make them interesting and valuable for your employees, so they want to keep talking with, and working for, you.