Staff one to one review template

Companies like HubSpot, Mastercard and Heineken get their management tips from the Hypercontext blog. You can too. Hypercontext helps managers and employees work better together by providing a dedicated space for one-on-ones and team meetings. Collaborate on shared meeting agendas, set priorities, collect feedback and more—free! One-on-one meetings are the most important opportunities for managers to give and get feedback, build trust and discuss growth and development with their direct reports.

While every team member is different and your one-on-ones should be tailored to each person! In your first meeting with a new or inherited employee, what do you discuss to lay the foundation for a productive working relationship? Instead of sharing historical context on the team or company, use this initial meeting to learn as much as you can about how your new report likes to work, who they are outside of the office and what success looks like to them:.

Recent findings from our State of one-on-ones survey show that Try using these questions to prompt discussions:. With a larger team of direct reports, your one-on-ones might be monthly instead of weekly or bi-weekly. Managers with remote direct reports face different challenges than on-site managers. What have we accomplished since our last meeting? Note progress on important accounts or sales targets. Are you facing any specific problems? How can we solve them? Problem-solve specific situations and create action items.

How are we doing? Are we headed in the right direction? How will we keep in touch and stay up-to-date about progress? Should we schedule another one-on-one? Discuss how the time between this meeting and your last one has been. What has excited, frustrated, engaged, or bored you and the other meeting participants?

What is your team struggling with? Where are they finding success? Review your short and long-term goals. How are you progressing towards them? What short-term goals or interim milestones on long-term goals have you reached?

How can we work together more effectively? How can I support you better? If you want to build better relationships between managers and team members, having regular one-on-one meetings helps. 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.

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. 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. 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.

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. 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. 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. Get a demo. Template by. Goal-Setting Part 1 - Aspirational Brainstorm measurable, meaningful short and long-term career goals Goal-Setting Part 2 - Actionable Brainstorm measurable, meaningful short and long-term goals to create stepping stones towards achieving specific organizational mandates.

Follow-Up Do we need solo time to build on this? Use this template. Opener Question Start with an open-ended question. What has got you excited at work? Discuss long-term initiatives. Review Lessons Learned What have you learned over the past 1 - 3 months? Highlight learnings. Overcome Persistent Obstacles What is slowing you down, making your job less enjoyable, or preventing you from achieving your career goals? Plan to remove specific roadblocks and create action items.

Open Evaluation and Feedback How can we improve our working relationship? What could I the manager do better? Open Floor Open discussion. What do you want more of? Follow-Up Wrap up and follow up. Objective s Outline the objectives of the session. Review Review actions and learning from or since the last session if applicable. As a manager, your role is to coach and support while ensuring your employees remain the focus of the conversation.

The conversation should be flexible enough to accommodate topics that are top of mind for both sides. It can be useful to have a shared collaborative space to keep track of upcoming topics to discuss. This will help both managers and their direct reports better prepare for a more effective conversation. It's also helpful to build in open-ended questions to foster discussion.

To help keep it informal, you could go on a walking meeting, have a coffee, or meet for breakfast — just remember to take your discussion points with you. This might be helpful when discussing topics like constructive feedback or professional goals.

For 1-on-1s to be effective, they need to happen regularly. For some managers, this means weekly meetings. But bi-weekly meetings are also a good option. Make sure to add a recurring meeting to the calendar. This is a subtle but clear way for managers to show that they are invested.

It helps to show the commitment to consistently make time for the individual. Things come up and schedules change. But instead of canceling or trying to cover off in Slack, do your best to reschedule. Managers should encourage direct reports to share what they would like to discuss.

Common topics can include current goals, feedback, recognition , career aspirations , and more. It can be valuable to provide the tools to make it easy to have regular and valuable meetings week after week. What is said in the 1-on-1 should stay between the manager and their direct report.

The manager should focus on asking questions and listening to understand the feedback. They may want to prepare some questions, but in general, stay open to whichever direction the conversation goes in.

Also, keep in mind that if the employee is working remotely, virtual Zoom s become even more important. The topics you discuss might need to include how the employee feels about working from a distance. As a manager, you should ask about any needed additional support in this work environment.

Later, we'll provide an agenda template to help guide you. Listening is an important skill for managers to develop, even more so for effective 1-on-1s. Listen carefully to what is being shared and the feedback received. As managers, show recognition and respect for the other person's context and opinion. By doing so, managers are more likely to build a stronger relationship with their team. By sharing your personal experience, you provide guidance and support to help the individual more sustainably.

Managers need to set the example in 1-on-1s by showing they are open to upwards feedback on their performance and development. You might consider running a leadership review after a few months of running 1-on-1s to gather feedback from team members.

Answers from a leadership review can then be incorporated into a formal performance review process. It is important to a manager's success and that of the company to know what their team thinks of them and their management style.

By setting a meeting agenda in advance, you can allow your employees to provide input. Make sure to review the agenda and input from your employees ahead of time to best prepare. If you're an individual contributor, give your manager enough notice on topics you'd like to discuss. They will be better prepared to help answer any questions for you if you're giving them a heads up. Make sure to wrap up the talking points and if relevant, set up an action plan to be carried out by the next meeting.

Managers and direct reports should take meeting notes so they can keep track of topics. This is helpful when adding additional context on topics discussed for a future review.

That way when you encounter similar challenges in the future you can look back on past notes and start from there. Starting from square one can feel daunting. But luckily, there are agenda templates and meeting templates to help you. Consider these prompt questions underneath each topic to help frame your conversation. You might consider having your employee fill this out before your so that you can anticipate areas of focus. Download this one-on-one meeting agenda to start using with your team.

Of course, make the agenda your own with edits and changes. You might find you focus on different topics week-to-week. One-on-one meetings are a great tool for enabling conversations between managers and their teams.

As you evolve your one-on-one meetings, keep in mind these takeaways:. Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. In her spare time, she's usually somewhere outside preferably in the mountains — and enjoys poetry and fiction.