One-on-one Meeting Template
Organize your one-on-one meetings to be more productive.
About the One-On-One meeting template
How do you structure a one-on-one meeting?
One-on-one meetings can be one of the most productive parts of your day--or a roadblock. It all hinges on how well you structure the meeting and prepare for it beforehand. The one-on-one meeting template empowers you to hold better meetings, accomplish your goals, and push your teammates to their full potential.
To run an effective one-on-one meeting, use the template to create an agenda. You don’t have to stick to the plan, but it can help to lay out a series of goals, discussion topics, questions, or action items. There’s no need to write in complete sentences; bullet points work well too! The template allows you to keep track of the conversation and ensure you stay on task.
In general, you can start by looking back at the previous week. Identify what went well and what could have gone better. Once you’ve done a quick retrospective, you can move into general discussion topics.
Here are some possible discussion topics for your template: What have you accomplished over the last week? Which tasks have you enjoyed? Which do you prefer? Is there any I could help make your project more enjoyable? Do you have any suggestions that could help us work better as a team? What bottlenecks have you encountered in your current projects? Do you feel like you’re learning and growing at work? What can I do to better support your growth?
Why have one-on-one meetings?
One-on-one meetings are a vital part of the relationship between managers and employees. It’s important for managers to develop a regular cadence of checking in, touching base, delivering feedback, and receiving feedback.
In the short term, one-on-one meetings help managers and their employees function better as a team. Managers can provide feedback on their employee’s projects, while employees can discuss things they would like to do better. One-on-ones are also an important tool for discovering interpersonal issues and problems with processes before they develop into something more serious. Most managers use one-on-ones to check on project progress and discuss the employee’s performance.
In the long term, one-one-one allow managers to help their employees succeed. Many managers use these meetings as opportunities to ask employees about their career path. Depending on the path their employees would like to follow, managers can provide tips and assign projects that suit their interests.
Reverse brainstorming is a technique that prompts a group to think of problems, rather than solutions. Because we naturally think of problems, it’s a great way to get a group to anticipate problems that may occur during a project. To engage in reverse brainstorming, start by identifying the problem, and then think of things that might exacerbate it. Ask your team to generate ideas around ways in which the problem could get worse. Reverse the problems into solutions again, and then evaluate your ideas.
When processes start to get messy, it’s a good idea to take a step back and visualize who does what and when. A swimlanes diagram takes a familiar, everyday physical place (a lap pool) and turns the idea of “swimlanes” into a metaphor for organizing processes within a team, work group, department, or multilayered organization. This digestible, one-stop visual representation uses the metaphor of lanes in a pool to clarify a complex process. Use a swimlanes diagram to clarify roles before a major project, to bring a new hire up to speed, to update your organizational structure, and much more.
Companies face a range of complex problems. At times, these problems leave the decision makers unsure where to even begin or what questions to ask. The Cynefin Framework, developed by Dave Snowden at IBM in 1999, can help you navigate those problems and find the appropriate response. Many organizations use this powerful, flexible framework to aid them during product development, marketing plans, and organizational strategy, or when faced with a crisis. This template is also ideal for training new hires on how to react to such an event.
Corrective Action Plan
For a manager or HR leader, it’s the least fun part of the job: Documenting an employee’s performance issues and talking about them directly to that employee. A corrective action plan makes that tough task a little easier by putting issues into a professional, written framework. That way the process, next steps, and details of the conversations are all clearly documented. This template will enable you to eliminate murky communication, align on expectations, and provide step-by-step instructions for your employee.
Everyone has been in a meeting that didn’t go as planned. Maybe it ran off course, or you ran out of time to accomplish everything you set out to do -- or maybe it just felt like a waste of time. To avoid that, it’s important to prepare to run a team meeting ahead of time. With this simple but effective template, you can prepare to run a team meeting that ticks all the boxes. By creating a streamlined way to build preparation into your workflow, you’ll ensure your meetings are efficient, enjoyable, and collaborative.
A team charter is a document that outlines your team’s purpose and objectives, as well as steps you will take to reach your goals. The team charter illustrates the focus and direction for all team members. When created collaboratively, the team charter is a great way for individuals to feel even more connected to one another within the group. A team charter template is useful when you’re first establishing a new team, adding new members to an existing team, or when you need to better align regardless of your team’s tenure.