Own Your 1-1s & Unlock Career Growth
One-on-ones are tools for managers to follow up with employees on progress, right? Wrong.
If your one-on-ones are merely status updates on the work, you’re doing it wrong and missing out on the real potential for driving growth and progress during this time together.
Research shows that Gen Z and Millennials thrive on regular feedback and reflection, valuing frequent check-ins to stay aligned and accelerate their development. One-on-ones make that possible, creating a space to sync up, set priorities, give feedback and strengthen the working relationship.
So how do you make the most of the time with your boss? Think of one-to-ones as your weekly platform; it’s on you to showcase your progress, address blockers, and align priorities with your manager. This is your time to highlight your impact and confirm you’re heading in the right direction. These meetings put you in the driver’s seat, making sure your contributions are seen and you receive the feedback you need to develop and grow.
To get the most from your one-on-ones, start with some structure. Use this agenda to own it and get what you need to grow and develop.
One-on-One Meeting Agenda
1. Priorities (Employee):
• Current top priorities?
• How do these align with team or company goals?
2. Achievements (Employee):
• Key wins since the last meeting?
• Any measurable impact or results?
3. Challenges (Employee):
• Any obstacles affecting progress?
• Support or resources needed?
4. Feedback (Manager & Employee):
• Manager: Relevant feedback on recent work
• Employee: Areas where feedback would be helpful
5. Action Items and Next Steps (Manager & Employee):
• Agree on follow-up tasks, priority adjustments, or next steps
