[Template] Standard 1:1

Regular one-on-one meetings between managers and their direct reports are crucial for fostering a productive and engaged work environment.

Summary

Regular one-on-one meetings between managers and their direct reports are crucial for fostering a productive and engaged work environment. These sessions provide an invaluable opportunity for open dialogue, allowing employees to share their thoughts, challenges, and aspirations in a safe space. According to research, teams that engage in regular one-on-ones report a 30% increase in employee satisfaction and a 20% boost in productivity.

Managers can use these meetings to provide constructive feedback, align on goals, and recognize achievements, ultimately strengthening the relationship between them and their team members. To maximize the effectiveness of these meetings, managers should come prepared with specific topics to discuss, actively listen to their employees, and create an agenda (use our template!) that encourages collaboration. By prioritizing one-on-ones, managers not only enhance communication but also contribute to a positive workplace culture that drives success for both the individual and the organization.

This template can be used for 1:1 time with your manager and with direct reports. Feel free to adjust to your personal use cases.

📍1:1 Pro tips

• Have 1:1s at least every 2 weeks (we recommend weekly) with your direct reports and with your manager
• Book 1:1s for at least 30 minutes, extend to 60min as necessary
• 1:1s are sacred time for you and your direct reports. Aim to not move them unless absolutely necessary. If you do need to move them, check in with your direct report first.
• Set the expectation of what you and what the other person should prepare before the 1:1. Do not show up unprepared or allow the other person to do so.

1:1 Template

Google doc template or  Word version

📖 Expectations

Use this space to agree on and write down expectations of the role of the direct report. Be as specific as possible (ie for more junior direct report potentially write “50 calls/day, CSAT of 80% etc,” for more senior person working on a project, link the project plan and deliverables). Revisit as roles or expectations change. Leave this section at the top of your document.

• What needs to be done?
• How will success be measured?
• When will we check in?
• When is the project or outcome due?
• How should it be done? (ie what behaviors should be displayed?)

🛎️ Career Development Goals

Use this space to agree on and write down career development goals for the direct report. Agree on how often you will check in on these goals and progress. We recommend every 6 months. Leave this section at the top of your document.

• What are career goals for next 3 months?
• What are career goals for next 6 months?
• What are career goals for next year?
• What skills already exist for direct report to get to these goals?
• What support does direct report need to get to goals?
• What cadence do we agree on to check in on progress towards these goals?

🖊️ Standard Agenda (copy and paste this agenda each week)

Date

Check in Use this space to check in on how the person is doing, may include personal check in

What are your highlights and low lights from the week?

Business progress Use this space to check in on metrics and milestones. This should be standard weekly and filled out by your direct report prior to the 1 on 1.

Ways [INSERT manager name] can unblock me Use this space to allow your direct report to ask for help from you.

Other Use this space to allow your direct report to bring up other items of importance from the week

[INSERT manager name] updates This is your space as a manager. Use this space for cascade of information or updates to your direct report. Don’t forget to fill in the feedback section below!

Feedback Feedback should be given based on the expectations set above in this document. Ensure your direct report knows what your expectations in your role as manager so they can give you feedback. This needs to be a two way street. Aim for one piece of feedback per week. Remember to make it specific and aim for 5 pieces of positive feedback to 1 piece of critical feedback. If you need a refresher on feedback, check out our how-to library where you’ll find several guides on how to share effective and quality feedback.

Feedback from [INSERT direct report name] to [INSERT manager name]

Feedback from [INSERT manager name] to [INSERT direct report name]

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