Templates
🗓️ 1:1 Meeting Template
The 1:1 is the most important recurring conversation a manager has. Done well, it builds trust, catches problems early, and keeps good people engaged. Done badly or skipped altogether, it is one of the fastest ways to lose someone. Use this template as a starting point and adapt it to how you work.
Meeting Details
Manager: _______________ Employee: _______________ Date: _______________ Frequency: Weekly, Fortnightly, or Monthly Duration: _______________
Opening Check-In (5 minutes)
Start here before anything else. A genuine check-in is where you pick up early signals of burnout, disengagement, or personal challenges. Try: How are you doing, really? What has your energy been like this week? Is there anything on your mind before we get into it? This is not small talk. It is the most important part of the meeting.
Employee Agenda Items
The employee should drive most of this section. Ask them to bring 2 or 3 items to every meeting. Item 1: _______________ Item 2: _______________ Item 3: _______________ If your team member has nothing to bring, that is itself worth exploring.
Progress and Priorities
What are you working on this week, and what did you complete last week? Is anything blocked or stuck that I can help with? Are your priorities still the right ones given what is happening in the business? Is your workload manageable right now?
Development and Growth
You do not need a development conversation in every meeting. But it should come up regularly. What have you learned recently that surprised you? Is there a skill you want to develop or a stretch opportunity you are looking for? How are you feeling about your direction and progression here? Is there someone it would be useful for you to spend more time with?
Feedback
Two-way feedback should be normal in a 1:1. Not something saved for annual reviews. For the employee: What is one thing you have done recently that you are proud of? Is there an area where you would find specific feedback useful? For the manager: Is there anything I could do differently to support you better? Is there anything about how I manage you that is getting in your way? If you react defensively to feedback, it will stop coming. Keep that in mind.
Actions and Next Steps
Actions from this meeting: [Action] Owner: ___ By: ___ [Action] Owner: ___ By: ___ [Action] Owner: ___ By: ___ Next meeting: _______________ Always start the following meeting by reviewing actions from the previous one. If you never follow up, people stop believing the conversation matters.
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