{"id":80368,"date":"2025-09-19T09:30:00","date_gmt":"2025-09-19T08:30:00","guid":{"rendered":"https:\/\/www.highspeedtraining.co.uk\/hub\/?p=80368"},"modified":"2025-09-19T10:44:38","modified_gmt":"2025-09-19T09:44:38","slug":"one-to-one-meeting-template","status":"publish","type":"post","link":"https:\/\/www.highspeedtraining.co.uk\/hub\/one-to-one-meeting-template\/","title":{"rendered":"One-to-One Meeting: Free Template"},"content":{"rendered":"\n

One-to-one meetings are much more than just a tickbox exercise to keep HR happy; they are an important way to strengthen relationships between you and your employees. One-to-ones provide employees with the chance to communicate their needs and aspirations as well as any concerns they may be having. Employers can then use this information to provide their employees with additional opportunities, further support and tailored guidance, helping them to feel appreciated and listened to. Regular one-to-ones help to build trust, create a safe working environment and encourage clear communication. In this article we will outline what a one-to-one meeting is and what it entails. We will also provide you with a free template that you can use in your setting with your employees.\u00a0<\/p>\n\n\n\n

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What is a One-to-One Meeting?<\/h2>\n\n\n\n

A one-to-one meeting is a regular check in between two people, typically an employee and their manager. One-to-one meetings provide the opportunity to check in, raise concerns and give feedback. They enable employees to voice their concerns in an open and safe environment. They also enable managers to offer tailored support to their employees as they have a better understanding of individual concerns, goals and needs. <\/p>\n\n\n

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\"One-to-one<\/figure><\/div>\n\n\n

One-to-one meetings are a key part of building a productive working relationship and so they are more effective when conducted regularly. The regularity with which you hold one-to-ones will depend on your setting and availability, however it\u2019s important that they are conducted regularly so that employees feel continuously supported and so that issues aren\u2019t left to fester for months on end. <\/p>\n\n\n\n

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One-to-One Meeting Agenda and Questions<\/h2>\n\n\n\n

Whilst one-to-ones can be formal or informal, they are most effective when they are well structured and organised. This ensures that decisions are made, goals set and any necessary action taken. One-to-one meetings don\u2019t necessarily need an agenda in the same way a regular meeting would, as you do not want to appear too rigid with what an employee can and can\u2019t discuss during their time with you. However, having an idea of what you want to discuss and what questions may facilitate honest and open communication from your employees is vital to making sure one-to-ones are effective. <\/p>\n\n\n\n

Below you will find an outline of how you can structure a one-to-one meeting and examples of questions that you can ask to support this structure. It\u2019s important to remember that the agenda below is a general guide and should therefore be tailored to your individual setting and employees. There are some core areas that should be covered in one-to-ones such as workload, goals, challenges and feedback. However, you may have additional areas of discussion depending on the needs of your business and the employee\u2019s role. <\/p>\n\n\n\n

It\u2019s also important to remember that whilst an agenda can help to ensure that you stay on track, if you are too stringent or regimented with it you may inadvertently hinder your employees from communicating openly and honestly. Exercise active listening<\/a> and don\u2019t be afraid to \u2018go off script\u2019 if you think there may be a more beneficial line of questioning to explore with an employee.\u00a0<\/p>\n\n\n\n

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  1. Check In<\/strong><\/li>\n<\/ol>\n\n\n\n

    These questions may not solely relate to work but they are a good way to gauge how an employee is feeling overall. An employee\u2019s welfare is not just rooted in work and asking general questions about their wellbeing shows that you are aware that they have a life outside of work. Work related questions should pertain to how the employee has been feeling since the last meeting and address any challenges or blockers that may have been brought up in previous meetings.  <\/p>\n\n\n\n

    Questions to ask at this stage include:<\/p>\n\n\n\n