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Human Resources

Agenda Templates

The best meeting agenda templates for aligned, forward-thinking teams

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Borrow best practices from leading teams

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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.

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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 👇

HR Exit Interview Agenda

HR Performance Improvement Plan

HR Performance Review

HR Exit Interview Agenda

Meeting template agenda to learn exactly why your departing employee is leaving.
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HR Exit Interview Agenda
,  Wednesday, August 18
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Opening Question

What is your motivation for leaving?

Company Performance Feedback

What is the organization doing well? How could the organization be better?

Working Conditions

How was the working environment (i.e. workplace, job hours, etc.)? How could it be improved?

Highlights & Lowlights

What were your three favorite parts about working here? What three things would you change?

Employee Onboarding

What do you know now that you wish you were told in the onboarding process? 

Advice for a Replacement

What advice would you give to someone starting in your position?

HR Performance Improvement Plan

Sample meeting agenda for discussing corrective action with a struggling employee.
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HR Performance Improvement Plan
,  Wednesday, August 18
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Alignment - State the Problem

Describe the performance deficiencies.

Improvement Plan 

Review the predefined improvement plan. (Optional: Solicit feedback) 

Resources

What resources (if any) are needed to put this plan into action? Identify resources.

Evaluation Process & Timeline

How will we evaluate progress on the PIP? Define timelines and procedures.

Setting Expectations

Explain potential outcomes and consequences of accomplishing (or failing to achieve) the goals set out by the PIP.

Questions, Comments, Concerns

Time for clarifying questions. Ensure everything is clear.

Action items:

Notes:


HR Performance Review

Let's improve! Sample meeting agenda for managing the performance of your employees.
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HR Performance Review
,  Wednesday, August 18
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General Assessment

What’s going well; what isn’t? Answer these questions from both the employee’s and the organization’s perspective.

Job Performance

Is the employee meeting defined criteria for performance/fulfilling requirements for the job? 

Job Behavior 

How is this employee contributing to the company’s core values in their attitude and work? How could they improve?

Performance & Behavior Feedback

How could the employee improve their performance and/or behavior? Offer solutions as well as soliciting solutions from the individual.

Follow-Up

How will we track progress? Do we need to check in again? If so, when?

50+ Free Agendas Templates

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Human Resources

Agenda Template FAQs

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How do you make team meetings more engaging?

The best meetings involve the whole room, not just one or two presenters. Here are a few ways to encourage more engagement:
  • Ask others to contribute to the agenda. Having a shared agenda helps everyone in the room feel responsible for the meeting’s success.
  • Make small talk as people are settling in. When you show up early, get the conversation flowing instead of burying your head in your laptop or your phone.
  • Don’t do all the talking. Invite fellow participants to lead discussions and provide updates.
  • Give updates before the meeting. Provide materials to review before the meeting so that you can focus on the discussion and decision-making when everyone is together.
  • Do a deep dive into one topic. Focus on a single challenge to tap into the collective intelligence of everyone attending.
  • Keep a sense of humor. Cracking the occasional joke will help meeting participants feel open to expressing their own ideas.
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What agenda topics are most common in team meetings?

Team meetings are among the most common and most important meetings in any workplace. Agendas for these types of meetings range wildly, but all topics usually fall into one of these categories:
  • Introductions. If they don’t already, make sure everyone in the room knows who each other are.
  • Updates. Updates are extremely common in team meetings, but often they are also the hog a lot of time without providing a lot of value. Summarize updates on the agenda when possible and keep them brief.
  • Discussions. This one speaks for itself.
  • Decisions. If a decision needs to be reached during the meeting, note it explicitly on the agenda.
  • Next steps. While not a significant part of the agenda, it’s important to always agree on action items from a meeting and who owns them.
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What are some fun and cool team meeting ideas?

  • Go around the table with an icebreaker. Get to know each other by having everyone answer the same question.
  • Change up the location. Get out of the conference room and into the break room, or on the lawn outside.
  • Start at a weird time. Pick something memorable like 1:23 pm.
  • Get some exercise. Switch things up during a long meeting by having everyone take a run around the block, do as many pushups they can do, or some other physical activity to get the blood pumping.
  • Pass out prizes. Have a pile or swag, or candy bars, or coffee gift cards up at the front of the room. Whenever someone makes a spectacular contribution, toss them a prize.
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What are good questions to ask in a one-on-one?

Personal/rapport-building:
  • What worries you? What keeps you up at night?
  • What are you most excited about?
  • How’s life outside work?
  • What do you like to do on the weekends?
  • What are your big dreams in life outside of work?
Career growth:
  • What skills would you like to develop?
  • Do you feel challenged in your role?
  • Is there any training or education we should be investing in for you?
  • How do you see your role evolving?
  • Do you feel like you’re making progress on your career goals?
  • Who in the company would you like to learn from?
Giving/receiving feedback:
  • Do you feel you’re getting enough feedback?
  • What’s an area where you would like help or coaching?
  • What’s an aspect of your job you’d like to improve?
  • How can I help you be more effective?
  • What is something I can do better?
  • What have past managers done that you’d like me to do as well?
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Why have one-on-ones with your employees?

One-on-one meetings have many benefits:
  • Help employees build better relationships with their managers 
  • Provide opportunities for coaching and training
  • Encourage employees to feel valued at work
  • Discuss performance and areas of improvement
  • Find out what employees are (and are not) excited about
  • Learn how managers can better help employees
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What should be discussed in a marketing meeting?

Every successful marketing team meeting should cover the following topics:
  • Set an agenda. Always create an agenda before the meeting.
  • Share wins. Start your meeting on a positive note.
  • Metrics review. Share meaningful data that relates to your main goals.
  • Quick updates. If you’re going to do an update roundtable, keep it snappy!
  • Retrospectives. Reflect on past campaigns and what could have gone better.
  • Brainstorming. Gather ideas from the team for upcoming initiatives.
  • Planning. Make clear decisions based on your discussions.
  • Tasks. Assign all next steps to a directly responsible individual.
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What are some marketing meeting best practices?

Make sure every marketing meeting passes the PANTS Test — straight from our favorite framework: Vital Meetings.
  • Purpose - State the reason for the meeting
  • Agenda - Always set an agenda
  • Notes - Designate one person to take notes for the meeting
  • Tasks - End every meeting with tasks or action items
  • Shared - Share meeting notes with anyone who might benefit
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What are the different types of marketing meetings?

Whether they are entirely internal or with an agency, marketing meetings usually fall into one of the following categories:
  • Brainstorming
  • Content Planning
  • Campaign Planning
  • Campaign Kick-Off Meeting
  • PR (Press Relations) Meeting
  • Team Sync-ups
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Who should set the agenda for a one-on-one meeting?

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.

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Should one-on-one be hyphenated?

Yes. The word one-on-one is always hyphenated, regardless of whether it is used as a noun, adjective, and adverb.

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What are other ways to spell one-on-one?

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."

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