Emphasize that you tailor one-on-ones to the individual's needs while maintaining a consistent structure that covers well-being, progress, and growth. Highlight that you co-create the agenda with your report and use the time for coaching, not status updates.
Pro tip: Show that you treat one-on-ones as a sacred, uninterrupted time and that you keep a shared document to track topics and action items, which builds trust and accountability.
Start with a quick personal check-in to gauge well-being and set a positive tone. Ask what's top of mind for them before diving into agenda items.
Discuss progress on goals and any blockers they're facing. Focus on removing obstacles and providing support rather than micromanaging tasks.
Dedicate time to career development, skills they want to build, and feedback in both directions. Connect their work to larger team and company goals.
Summarize key takeaways, agree on action items for both of you, and schedule follow-ups. Document these in a shared space for accountability.
AI-generated suggestions, not part of the candidate's original notes. May be inaccurate — verify before relying on them.