One on One Meetings

One on ones….

One on ones provide an opportunity to discuss progress, uncover roadblocks, revisit priorities, provide feedback, coach, and check in on how individuals are feeling
They should be a safe space to address issues, follow up on agreed commitments and seek further support
Undertaken regularly, they are the primary way of engaging and developing team members
They should be:
- Driven and owned by the employee and supported by the manager
- Scheduled as regular recurring meetings in your and your manager’s diary
- On time and rarely cancelled. Sticking to one on ones shows that they’re important
- Prepared – know what you want to talk about
- Documented – agreed actions are noted so that these can be followed up
- Short and sharp – ½ hour in length
- Focussed on developing employees through everyday activities by being continuously challenged and receiving ongoing coaching
- Future focussed – acknowledging contribution and progress, while focussing on upcoming priorities , goals and career progress
- An effective use of everyone’s time

Set up one on one’s with your manager, coach or mentor
Create the one on one meeting from 1:1 Meetings under either Plan+Do or Talent
This will give you a structure to prepare for the one on one so that you get the most out of the conversation
Each meeting is set up separately

Add the date of the meeting and who you’ll be meeting with
You’ll be asked to rate a number of questions to see how you’re doing
These will become discussion prompts for your manager to see what’s working well and how they can support you further

Then add comments about:
- What’s going well
- What you need help with
- Something you learnt
- Biggest time waster
- Areas of focus for the next period
- And any other agenda items
- Action items to follow up on (with their due date and completion date, once done)
You’ll also be able to add any private notes you’d like to remember to discuss but don’t yet want to share with your manager
You can view your objectives and growth goals at any time for reference
Once you Save, your manager will receive a notification that a one on one conversation has been set up with them
Your manager will now have visibility of your agenda and can add their own agenda items and comments
Remember to add send your manager a separate calendar invitation for the meeting
All meetings you are a participant in are listed on your ‘Meetings’ page

Managers will receive a notification that a one on one has been set up with them
They will be able to view their reporting team member’s one on ones in the 1:1 Meetings section of their reporting team
Review each of the questions in preparation for the meeting
Managers can view their team member’s objectives and growth goals from the one on one to enable them to reference these during the conversation
Managers can add agenda items, which will be visible to their team member
Managers can also add private notes they’d like to discuss, but don’t yet want made visible to their team member before the meeting
Managers can add action items to the one on one, which will be visible to their team member
Save the meeting in order to come back to it during the conversation

Managers will find coaching prompts for each of the “How I’m feeling right now” questions to help them delve further into any areas they feel require further discussion. The questions are core drivers of engagement so if there are any areas here that are regularly tracking poorly this may be an indicator of motivation or engagement issues in the longer term.

All meetings you’re a participant in are accessible from the Meetings page
Use the meeting as a structure for the one on one conversation
During or after the conversation, team members and managers can add any action items to follow up on prior to the next meeting
Action items can be linked to existing agreed objectives or growth goals. Any action items linked to an objective or growth goal is also visible as an action item within the objective or growth goal
Once the meeting has been completed, select Finish Meeting.
Rate how useful the meeting was. One on one’s should be an effective use of your time. When you start to see a trend where your one on ones are not a good use of your time, you should start to question how they could be structured to be more effective