A practical one-on-one agenda and open template

A one-on-one agenda should provide orientation without turning the conversation into a form. The template below is included entirely in this page's HTML and can be freely adapted to your way of working.

Open one-on-one agenda

1. Check-in and current conversation needs
2. Progress on goals and development
3. Obstacles and support needed
4. Feedback in both directions
5. Next steps, owners, and due date

1. Check-in and conversation needs

Start with an open question: what is especially important today? Both participants should be able to add topics before or at the beginning of the conversation. Prioritize them together.

2. Progress and development

Connect current observations with agreed goals. Useful questions include: what has worked well since the last conversation? What was learned? Which skill or responsibility should be developed next?

3. Obstacles and support

Clarify what is making progress difficult and what support is actually needed. It may be a decision, a contact, time, feedback, or a clearer framework. The manager does not need to provide every solution but should help clarify ownership.

4. Feedback in both directions

Feedback is more useful when it is specific and observable. Describe the situation and behavior, explain the impact, and ask for the other person's perspective. Explicitly make room for feedback to the manager as well.

5. Next steps

End with a small number of clear agreements. Give every action an owner and realistic due date. Open items become the starting point for the next one-on-one.

Preparation questions for both participants

• Which topic should be clearer after this conversation?
• What change or observation matters since the last one-on-one?
• Where is a decision or support needed?
• Which agreement remains open?
• What should be revisited next time?