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Smarter 1:1 Prep · 2 min
Walk Into Your Next 1:1 Knowing What Matters
Tell us about your direct report and the moment they're in. We'll generate a tailored agenda, an opener, and the questions that actually move the relationship.
Free · No sign-up · Your full agenda in seconds
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1:1 Basics
What Should a 1:1 Agenda Include?
A good 1:1 agenda balances four things: a genuine check-in on how they’re doing, their wins and blockers, growth and career, and two-way feedback — with the employee’s priorities leading, not a status update. The best agendas are specific to the person and the moment: a new hire needs different questions than a tense relationship or a high performer who’s coasting. This free tool builds one for your next 1:1 in seconds — the exact questions to ask out loud, timeboxed, plus what to watch out for.
Common Questions
Better 1:1s, Answered
What should you talk about in a 1:1?
A good 1:1 balances four things: a genuine check-in on how they are doing, their wins and blockers, growth and career, and honest two-way feedback — with the employee’s priorities leading, not a manager status update. Ending on a clear commitment for each side keeps it from becoming a chat that changes nothing.
How do you prepare for a 1:1 meeting?
Spend five minutes before: review what you each committed to last time, pick the one thing that actually matters this week, and write two or three open questions instead of a status checklist. Preparation is what separates a 1:1 that builds trust from one that feels like a formality — and it is exactly what this free tool drafts for you.
How often should you have 1:1s?
Weekly is the standard for most direct reports; every other week is the minimum before the relationship starts to drift. New hires, people going through something hard, or a tense relationship warrant more frequency; steady high performers can sometimes go lighter. Consistency matters more than length.
What questions should a manager ask in a 1:1?
Trade status questions for ones that open real conversation: "What is on your mind this week?", "Where are you stuck that I could help with?", "What is one thing I could do differently?", and "What are you learning right now?" The best question depends on the person and the moment — this tool tailors them to the relationship and their recent context.
How long should a 1:1 be?
Thirty minutes weekly works for most managers and reports; some run 25 to leave a buffer, others need 45 for a larger scope. Quality beats length — a focused 20-minute 1:1 with real questions beats a rambling hour of status updates.
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