Meetings about employee performance can be among the most stressful and challenging types of meetings for any professional. Nobody wants their co-workers to fail, but, at times, expectations are not being met and corrective action needs to be taken. There is one way to make these types of challenging meetings less stressful — having a clear and thoughtful agenda. You can use your agenda to drive the meeting forward in a professional and clear manner.
Below are templates for getting the most from these difficult conversations, such as a performance review, a performance improvement plan (PIP), and, if things don’t go well after that, an exit interview. Also, for more meeting agendas of all kinds, visit our whole library which includes 50+ agenda template examples 👇
What is your motivation for leaving?
What is the organization doing well? How could the organization be better?
How was the working environment (i.e. workplace, job hours, etc.)? How could it be improved?
What were your three favorite parts about working here? What three things would you change?
What do you know now that you wish you were told in the onboarding process?
What advice would you give to someone starting in your position?
Describe the performance deficiencies.
Review the predefined improvement plan. (Optional: Solicit feedback)
What resources (if any) are needed to put this plan into action? Identify resources.
How will we evaluate progress on the PIP? Define timelines and procedures.
Explain potential outcomes and consequences of accomplishing (or failing to achieve) the goals set out by the PIP.
Time for clarifying questions. Ensure everything is clear.
What’s going well; what isn’t? Answer these questions from both the employee’s and the organization’s perspective.
Is the employee meeting defined criteria for performance/fulfilling requirements for the job?
How is this employee contributing to the company’s core values in their attitude and work? How could they improve?
How could the employee improve their performance and/or behavior? Offer solutions as well as soliciting solutions from the individual.
How will we track progress? Do we need to check in again? If so, when?
It’s good for the employee to feel ownership of their one-on-one because the meeting is primarily for their benefit. So, rather than having a manager set the agenda every time, the majority of the agenda should be driven by the employee. Of course, there should still be opportunities for managers to lead the conversation, especially when it comes to topics like coaching and performance. Using a meeting notes app that allows for easy, collaborative agendas can help.
Yes. The word one-on-one is always hyphenated, regardless of whether it is used as a noun, adjective, and adverb.
Writing all three hyphenated words out as one-on-one can be tedious. For brevity in your calendar invites, try using: "1:1" or "Name <> Name."