One On One Staff Meeting Agenda Template – Having a good one-on-one meeting template is one of the things you can do to create effective live reports.
It is an ideal environment for developing positive working relationships, setting expectations and helping direct reports to be more effective.
One On One Staff Meeting Agenda Template
“The most valuable resource you have is your own time and energy, and if you use your team, you can create healthy relationships. That’s why one-on-one meetings (1:1 for short) are managed.”
How To Design An Agenda For An Effective Meeting
If you’re looking for inspiration to improve the quality of your meetings, this post is for you.
A one-on-one meeting is a special time in your calendar to meet with your direct reports and talk about priorities, challenges, and professional development.
At , we recommend having a specific template for one-on-one meetings to maintain consistency within your team and ensure you (and other leaders on your team) are talking about the right things.
A one-on-one meeting template can be a set of topics or questions that you ask employees over and over again. For example, you can ask employees about weekly wins, puzzles/challenges, and learning.
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We ask that you take ownership of your direct report through a one-on-one meeting with you. This means they are responsible for leading the discussion by adding 80% of the discussion items to the agenda. However, it is good practice to prepare questions that you can ask your employees during this important time.
Here are the top 10 questions managers ask when setting up one-on-one meetings with their direct reports.
1 What is life like outside of work? “At the heart of being a good boss are good relationships.”
This is one of my favorite quotes from Kim Scott’s Radical Candor. This shows that in order to have an active and productive team, you need to develop positive relationships with your employees.
One On One Meeting Template: Top 10 Questions To Ask Direct Reports
But relationships cannot be built overnight. Just like you can’t expect to get to know your partner (or friend) if you only see them once or twice a year, you can’t expect to have a good relationship with your direct report if you only hang out with them. Annual or quarterly performance reviews. That’s why companies like Deloitte, Adobe, Microsoft, and IBM are replacing annual reviews with frequent check-ins—the perfect way for managers to better connect with employees.
So why is asking employees about their lives outside of work the best way to start this induction meeting? It shows that you care about who you are as a person, not just a number on the staff list.
“The meaning of caring is knowing that we are not separate people at work and at home – sometimes it’s a mix of personal with professional, and that’s okay,” said Julie Zhuo.
Although it seems obvious, many leaders forget to ask their employees about their family and hobbies outside of work. According to Mark Horstman, host
A One On One Meeting Template To Keep Everyone On Track
“The most common mistake of first-time managers is not to build relationships with direct employees and focus on individual work instead of the team.”
If your goal is to be a good manager, start by showing your employees that you care.
“You can make more friends in two months by trying to make others want you than you can in two years.”
One of your main responsibilities as a manager is to coach your priority reports, and one-on-one meetings are the perfect setting to do that.
How To Make Your One On Ones With Employees More Productive
“Your best 1:1 report makes them feel valued,” says Julie Zhuo. “Remember that your job is to multiply your people. If you can break down barriers, give them new perspectives or boost their confidence, you can make them more successful.”
Jeremy Duvall, leadership blogger and support leader at Automatic, says making decisions about what to do is a skill everyone should develop and master. As he writes in this article, the art of prioritization can be divided into three main steps.
“Know which projects have the biggest impact on your bottom line. Know where your time is spent, what projects you should be working on. Know when to kill a project and shift your focus.”
However, not all employees are good at prioritizing time or do not have the necessary experience to know what will bring the highest ROI. So, as part of the one-on-one meeting template, you should ask your direct reports to write down their priorities and rank them in order of importance.
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Show your direct reports that you care by remembering what they said in previous meetings. With, see the history of every 1-on-1 conversation you’ve had and make sure you focus on important decisions and action items.
One-on-one meetings are meant to help your direct reports grow and develop professionally. By adding questions about wins and lessons to your one-on-one meeting template, you can help them celebrate their successes and learn what worked and what didn’t.
For example, if your direct report told them something happened last week, you can help them step back and analyze why the effort was successful and what they learned from the experience.
As Grayson LaFrenz, CEO of Power Digital Marketing argues, asking about new wins can help you understand what’s important to each employee and what they like:
Free Agendas & Schedules Templates & Examples
“Armed with this knowledge, you can work together to find ways to expand responsibility into more areas or projects. Doing so can create new challenges and motivate employees, which increases happiness and success,” LaFrenz said.
“This can help you identify weaknesses in employees who can take advantage of development or other organizational issues, such as processes that don’t work well, or internal problems that can weaken the team,” LaFrenz says.
This is one of the most important questions you can include in your one-on-one meeting template. This will help you find out if your employees are feeling micromanaged or losing track of how they’re doing their jobs.
If you tend to be a micromanager, ask your employees if they would like more opportunities to lead projects or implement their own ideas. On the other hand, if your style is more direct, be sure to ask if your employees need more guidance and support from you.
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Being a manager is a difficult balance between not knowing the details (micromanaging) and not letting your colleagues feel alone (managing). According to Victor Lipman, management coach and author
In a study by RainmakerThinking, Bruce Tulgan says the “mismanagement epidemic” is costing employers, managers and employees – only one in ten managers lacks good leadership qualities. However, he recommends a simple solution to this problem: regular one-on-one meetings.
“Like clockwork, productivity and quality increase immediately when leaders, managers and supervisors start spending time in daily one-on-one conversations with direct reports,” Tulgan said.
Most managers don’t spend enough time setting clear goals and expectations with employees. However, if your direct reports ask for more direction from you and meet regularly to determine those priorities, you can empower your team to do their best work. Be sure to add this question to your one-on-one meeting template.
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“One way to know when you’re demonstrating servant leadership is when the people under you grow and develop,” he said.
When applied to management, servant leadership is about helping direct reports learn new skills, improve their work, and ultimately find the position or role they want.
Along this line of thinking, managers are responsible for training employees in the required skills and helping them find different growth opportunities.
For example, if your direct report tells them they’re interested in public speaking, you can help them find books, workshops, or mentors that teach them what to do.
How To Create A One On One Meeting Agenda
Asking employees what skills they need to develop helps them create clear and achievable short-term goals.
Dan McCarthy, author of the Great Leadership blog, says, “Developing employee skills helps recruit and retain good employees, and allows you to delegate and focus on your duties as a manager.”
6 How do you work with a team? Is there anything we can do to improve the team culture/dynamic?
, Kim Scott says that the team’s culture has a big impact on their results. That’s why great managers demand team dynamics and look for ways to promote positive relationships and effective teamwork between reports.
Meeting Agenda Template
Adding questions about team dynamics to the one-on-one meeting template will help you understand that everyone enjoys being with their teammates and enjoying their work. On the other hand, it gives you the power to solve your past problems
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