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One-on-one meetings are a great way to build relationships between managers and their team members, address workplace issues, and keep employees engaged. These kinds of meetings are suitable for a range of personal topics, from how an employee is feeling at work, to what their career goals are, to providing feedback about challenges and how they might behave differently in the future.
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Not all one-on-one’s follow exactly the same agenda template. They can vary based on the roles and relationships of both parties, as well as whether the team member is remote, and how often the one-on-one meeting is occurring, whether that be weekly, monthly, and so forth. Below are sample one-on-one meeting agendas for you to use depending on what is most appropriate in your circumstance. For more tips on having great one-on-one’s, also check out the FAQ at the bottom of this page or visit our whole library which includes 50+ agenda template examples. 👇
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Check-In
How are both of you feeling at work? Anything new? Anything exciting planned? Take some time to catch up with each other.
Roadblocks & Concerns
Have any issues or challenges come up since the last one-on-one? How can we help?
Recognize Wins
What have we accomplished since our last meeting? What valuable lessons were learned?
Update on Objectives
What are the most important things we'll focus on going forward? Are there any new objectives? How do these fit into the short-term and long-term goals?
Action Items
What steps must be taken to make progress on our goals? List them here as well as who is responsible for what. Set clear expectations and timelines.
Revisit Later
What was mentioned that should be noted and deferred? Is there anything either party would like to discuss during the next one-on-one?
Feedback
Is there any other noteworthy feedback? How can we help each other be more successful?
Follow-Up
How will we keep in touch and stay up-to-date about progress? Should we schedule another one-on-one?
Set expectations and align on near-term priorities for the week ahead.
Where are we in relation to our goals/plan? Reiterate top priorities to reinforce focus.
Review recent successes or failures to guide future work.
How is x, y, and/or z task going? Offer guidance on work in progress.
Review new, relevant information.
Outline the objectives of the session.
Review actions and learning from or since the last session (if applicable).
What questions or issues keep coming up? Figure out what to do to avoid—or mitigate the impact of—persistent issues.
What do you need to do to continue growing and discovering? i.e. developing skills, changing your approach, etc.
What can we do to make these sessions more valuable? Provide feedback both ways, mentee to mentor and mentor to mentee.
When is our next one-on-one check-in? Summarize any action items arising from the one-on-one.
Where do you see your career going in the short/long-term?
Where do the organization’s mandates most closely align with your career goals? Discuss how [the direct report’s] job function fits into organizational goals.
Brainstorm measurable, meaningful short and long-term career goals
Brainstorm measurable, meaningful short and long-term goals to create stepping stones towards achieving specific organizational mandates.
Do we need solo time to build on this? Should we review our goals again? When will we connect again to measure progress?
Start with an open-ended question. What has got you excited at work?
How is _____ going? Discuss long-term initiatives.
Tell me about some recent successes? (AND/OR) What projects have we wrapped up successfully recently? Highlight shorter term wins.
What have you learned over the past 1 - 3 months? Highlight learnings.
What is slowing you down, making your job less enjoyable, or preventing you from achieving your career goals? How can we fix that?
Plan to remove specific roadblocks and create action items.
How can we improve our working relationship? What could I (the manager) do better?
Open discussion. What’s been keeping you up at night? What do you want more of?
Wrap up and follow up. When’s our next one-on-one?
Start with an open-ended question. How was last week? What’s been working well for you lately?
What have we accomplished since our last meeting? Note progress on important initiatives.
How can we be better? Highlight lessons learned from the previous week.
What (if anything) is stopping—or slowing down—your progress? How can we remove that roadblock? What support do you need?
Plan to remove specific roadblocks and create action items.
How are we doing? How can we work together more effectively?
Provide time for open discussion. Is there anything else you want to talk about?
Should we schedule another one-on-one? Review any action items arising from the one-on-one.
Start with a light, open-ended question. What’s been keeping you busy?
What milestones have we hit since our last check-in? Note progress on important initiatives and emphasize takeaways.
What’s stopping you from being more productive? How can management help you be more productive?
Plan to remove specific inefficiencies or roadblocks. Create action items.
What are we doing well? What can we do better? Discuss ways to create value for manager, employee, and the organization.
Provide space for open discussion. What’s got you excited? Worried? Annoyed?
When is our next one-on-one check-in? Summarize any action items arising from the one-on-one.
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."
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