How to Have Effective One on One Meetings

• find out about the employee’s current emotional state.
• track the status of the employee’s performance and how their goals are coming along.
• learn if there are any obstacles in the way to the employee’s goals.
• discuss specific issues – either the employee’s, the manager’s, or both.
• get honest value-added feedback from the employee.
• provide an opportunity for the manager to coach the employee.
• share formal and informal information about the team and company as a whole.

• It is recommended that one-on-one meetings be scheduled every two weeks such that individualised communication is nurtured.
• The employee should be in charge of preparing the specific content/agenda for each meeting. You can always add your own topics for each meeting as the need arises.

Common topics to cover and their respective questions:

• Work habits (productivity)
• Teamwork (difficult and inspiring work relationships)
• Happiness (general satisfaction with the work the employee is doing)
• Short-term goals and long-term goals
• Personal development (learning opportunities)
• Manager improvement (relationship with the manager)