Goal-setting one-on-ones between employees and managers take many forms. At a high level, you should be looking to create a roadmap for the future. How far in the future you set goals may vary but this template encourages thinking about goals in two parts: short-term and actionable and long-term and aspirational.
Short-term goals create specific steps. Ideally, once these goals are set, it’s easy for both manager and employee to monitor progress. A useful mental model for this kind of goal-setting is the SMART framework.
Long-term goals provide a vision. They may not be precisely quantifiable but they do provide—at minimum—a qualitative baseline. In other words, when these goals are set, the manager and employee can look back on them later to get a sense of whether things are trending in the right direction.