||30 minutes to 1 hour
For daily check-ins see Micro One-on-Ones
- Discuss Topics
- 2-Way Feedback
- Action Items
Primarily focused on questions raised in prep work (see below) by your report. Topics can be any number of things. For example, if their emotional state is currently low but they didn’t bring up a specific topic or reason, you must ask questions.
Give and receive feedback, including praise and critique. Focus your feedback around calibrating what “great” looks like. Provide context of feedback around shared vision, goals, and expectations.
- What feedback can you give that will help your report?
- What can your report tell you that will make you more effective as a manager?
Clearly define what each of you will do based off the discussion. No 1:1 is complete without having action taken even if the action is to plan next steps - focus on forward progress rather than specific tasks. Try SMART asks.
- Questionnaire sent to employee the day before (Put in separate calendar reminder). See templates below for examples.
- How are they feeling? Why do you feel this way?
- What is on your mind?
- What else is on your mind?
- What can I do this upcoming week to help you?
- Rotating Questions - see below for examples
- Prepare your thoughts one what to discuss, including where you last left off. (Only takes about 10 minutes). It’s important to bring feedback.
- Update meeting invite with agenda items from them plus yours.
Questions to Ask
- Be proactive and help coach them rather then relying solely on them to raise issues
- Once a month focus on behavioral feedback and career goals (long-term)
- Have the report lead the conversation
- 101 Questions to Ask in 1-on1s
- Invision’s Design Leadership Handbook
- The Making of a Manager by Julie Zhuo
Created by: Joe Steinkamp | Last updated by: Joe Steinkamp