6/10/2023 0 Comments Agenda templatesThe ASTD Handbook of Measuring and Evaluating Training. Get started with a free trial of Frankli’s 1:1 meeting and OKR tools.ġ. What needs to change? What support do you need that you're not currently getting? What challenges are you facing right now? How are you feeling about returning to work/being back at work? What is one aspect of your job that you would like more help or coaching with?Ī year from now, what do you want to have accomplished? Return from extended leave: What are the new things you learned at work recently? What are the areas you want to learn about?ĭo you feel like we’re helping you advance your career? What can I be doing to help you grow your career? What's the biggest opportunity you see that we are not thinking about? Focused on career: Who inspires you in the team? Whose opinions do you respect? What have they done? How would you say we're doing at working together as a team? What makes you say that? How would you rate our communication as a team? How would you describe how work is shared among team members? What's one thing we could change about work for you that would improve your personal life? Team and company: What part of your work routine do you find is working best? What area do you want to improve? What makes you excited and motivated to work on a particular project? What is an ideal, productive day at work for you? Walk me through the day… What additional support do you need from me? Work-life balance: What would you like to have achieved by the end of these sessions? What have you done so far to increase your knowledge/awareness of this area? How can I help you achieve your goals? Coaching session: What areas do you feel comfortable addressing on your own and what areas require more support? What ideas have you developed to help you overcome challenges and meet your goals? What’s working in your career and what areas are you looking to improve? What are your short, medium and long-term goals? What's an area of your work you want to improve? How can we work together on that?Ĭan you give me some specific examples of when you enjoyed working here the most? Mentoring session: What's a recent situation you wish you handled differently? What would you change? What feedback/praises have you been getting about your current priorities? What's the most important thing I can do differently for you as your manager? Job satisfaction:ĭo you feel like you're growing in your role? What makes you say that? Looking forward, what are some priorities we are going to work on? What would you like to see change about these discussions? How could we make them more useful for you? Performance review outcome:įrom your perspective, how do you feel you have progressed during this review period? Which areas would you like more or less direction from me on your work? How could I do a better job communicating with you? What are the most important things you will focus on before we meet next? Manager-led conversation:ĭo you feel you’re getting enough feedback? Why/why not? What obstacles are you encountering right now? What's the most important thing we need to discuss today? 10 Free One-on-One Meeting Agenda Templates Employee-led conversation: Our favourites include career development conversations, work-life balance check-ins, job satisfaction conversations, stay interviews and manager-led 1:1s (in which the manager requests feedback from the employee on their performance).įrankli's goal and 1:1 meeting tools ensure impactful conversations are happening across your teams. But it’s a good idea to include a number of themed 1:1s throughout the year too. What Kind of One-on-One Meetings Should Managers be Running?įor most teams, a performance-focused 1:1 meeting is the most important kind, as they ensure employees and managers are keeping track of goal progress. These allow your teams to identify issues and make changes in real time. We recommend weekly, fortnightly or monthly 1:1 meetings for all employees and their managers - the frequency really depends on the participant’s own preferences. How Often Should Managers Hold One-on-One Meetings? When run effectively, regular one-on-one meetings help employees feel valued and happier at work, and contribute to a culture of feedback. When managers hold regular one-on-one meetings with their people, the whole company benefits - people are more likely to achieve their goals (1) and employee engagement is higher (2). What are the Benefits of Holding Regular One-on-One Meetings? By this, we mean holding a transparent, employee-led conversation about their performance, in which you catch up on their goal progress, celebrate wins, exchange constructive feedback, identify blockers, address challenges and offer coaching. The purpose of a 1:1 meeting is to check in with your people. What’s the Purpose of a One-on-One Meeting?
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