If you want to build better relationships between managers and team members, having regular one-on-one meetings helps.
These sync-ups aren’t just to manage the day-to-day work. If you’re spending your one-on-ones only going through tasks, you’re missing an opportunity to use the meeting to help employees thrive.
A one-on-one meeting is a good time to address workplace issues, check-in on performance outside of an annual review, and know what is keeping employees engaged.
There are a variety of ways to set up these meetings. Some leaders prefer to have meetings one on one with each employee every single week. Others prefer a meeting once a quarter or in blocks of time.
Regardless, the result is important: better communication and open lines of dialogue between employees and managers, which leads to a happier, more productive workplace.
To help you create a thoughtful and productive agenda, we’ve created many example meeting agendas that you can use.
The bulk of many of these meeting templates are made of up questions, usually asked by the manager, that help a direct report discuss factors related to career development, performance, professional goals (short term and long term), and other types of conversations that are often skipped.
Question and answer is the standard format for most one-on-one meetings.
Good questions for one-on-one meetings cover how an employee is feeling at work, what their career goals are, and seek feedback about their challenges.
In the one-on-one meeting agenda templates here on this page, you'll find a variety of questions. But in our mega-list of 300+ one-on-one meeting questions, you'll find others, such as:
Some questions in your one-on-ones are there simply to start a conversation. Others are to identify how you can better support each other (managers and direct reports alike).
If you're the direct report in this meeting, here are some ideas for how to answer these kinds of one-on-one meeting questions, such as:
For managers, a one-on-one meeting is also a chance to find out how you are doing, and seek upward feedback to help you be a better leader and mentor. Here are some questions you can ask to that purpose:
Ultimately, the success of your one-on-one meeting comes down to more than simply what questions you ask. It has to do with how well you are communicating with each other and whether you have a strong enough relationship to have tough conversations about workplace issues and performance feedback.
Here are some more tips for how to have a productive and meaningful one-on-one:
Despite the same theme, not all one-on-one’s follow exactly the same agenda template.
The one-on-one meeting agenda can vary based on the roles and relationships of both the manager and the employee, as well as whether the team member is remote. Company culture can be a big factor. It also changes depending on how often the one-on-one meeting is occurring, whether that be weekly, monthly, and so forth.
On this page are sample one-on-one meeting agendas for you to use, copy, or even download as Word Docs or copy as Google Docs.
To download a one-on-one agenda template as a Word doc (.docx) file, click the "Use this template" button. Input your email and the template file will be emailed to you.
The same steps go for copying a one-on-one agenda template as a Google Doc. You'll be emailed a link to a view-only version of the agenda template. To save the template for yourself in Google Docs go to File > Save a Copy.
You can also click "Use this template" to pre-load your free Hugo account with any of the templates on this page. Don't worry, all of our templates are available after you create your Hugo account as well—this is the same library that we provide all of our users inside the Hugo meeting management app.
That's it as far as the one-on-one agenda templates go, although keep scrolling this page to preview all of the templates here.
However, you still need to have your one-on-one. For more tips on having great one-on-one’s, also check out the FAQ at the bottom of this page.