what to ask when setting up a meet and greet with coworker

In a perfect globe, one-on-1 meetings would be a dedicated infinite for managers and direct reports to discuss performance, personal development and feedback. Let's be real, though: a lot of the time, these meetings turn into routine status updates—nothing more. In fact, according to the 2019 Country of one-on-ones report, 54% of managers admitted that one of the principal purposes of these meetings was to get a status update from their directly reports.

2 ways to avoid status updates during one-on-ones are to:

Set a goal for your meeting. This will assist influence the types of conversations had and the types of questions asked.
Ask questions that get beyond "work" and project updates.

"Ane-on-ones are such an important fourth dimension to build trust and that's tough to do if this time is treated as a condition update."
-Connor Bradley, Director of Growth at Jobber

Managers and employees alike struggle with what questions to enquire in a one-on-one meeting, how to phrase them so you're opening up the conversation and how to prompt the difficult conversations that we tend to avoid.

Below are 121 tried and true (by real managers and employees) questions to add to your adjacent ane-on-one meeting:

1-on-one questions managers can enquire employees

Questions well-nigh growth and development
Questions to help meliorate communication
Questions virtually employee motivation
Questions to address challenges, roadblocks and concerns
Questions for getting feedback from your straight study

One-on-one questions employees tin inquire managers

Questions about career growth and personal development
Questions about priorities, productivity and strategy
Questions about communication and feedback
Questions around company culture and motivation
Questions around supporting your manager and managing up

Bonus! Ice breakers and "get to know you" questions

Managers and employees should share ownership of the agenda

We are strong believers that one-on-ones should be treated as an employee's time with y'all, the manager. Notwithstanding, yous're still equally responsible for participating and contributing to the conversation, pre, during and mail-meeting.

Sharing responsibility is a dandy way to build trust between both parties. Still, it'due south of import to remember that 1-on-ones are made to assist the direct report. Although y'all may share buying of this fourth dimension, you need to let your direct report lead the conversation, ever.

There are several ways to go about this, then find a structure that works best for you and each straight written report. Hither are a few you lot can effort out:

The ten/10/10 model

"Our construction is typically the 10/10/x model: ten minutes for the directly to speak what is on their mind first, then ten minutes for my items, then 10 minutes 'for the future,' discussing what specific activity items there might be from the conversation to brand certain nosotros follow up on."

-James Carr, Director of Engineering at Reify Health (Prev. Zapier)

The completely hands-off model

"The agenda is set by the team fellow member, so it tends to vary with what'south on their mind or where they need support or feedback. One time per quarter, even so, the agenda is pre-set. During this quarterly check-in, we take a career session to discuss progression and give more 'formal' feedback on the electric current quarter's performance. As our performance reviews accept place every six months, this is an of import check-in."

-Lorena Scott, Chief People Officeholder of Caseware (Prev. Ritual)

The "set meeting guidelines and let them run with it" model

"I have a bones guideline that my reports apply every bit a starting point. But again, this is their coming together – and so they adapt the agenda based on what they need to talk about."

-Bronwyn Smith, Head of Merchant Feel at Shopify (Prev. Influitive)

The "If we have fourth dimension for my items we'll talk almost them" model

"I maintain a list of topics to embrace as well (some are time-sensitive, some are not), but if we don't have time for my topics in our 1:1, then I'll follow upwards on those things later on."

-Paula Segal, Head of Consumer Production at SeatGeek

If you lot're non sure where to outset, bank check out these one-on-ane coming together templates to help inspire your side by side chat.

What do you talk near in 1-on-1 meetings?

We strongly believe that conversations demand to focus on four fundamental areas: Growth, motivation, communication and work, with each topic taking upwardly roughly 25% of your meeting conversations. We phone call this the residuum framework:

🚀

growth icon

Growth
What projects would yous like to work on or be more than involved in?

💪

motivation icon

Motivation
What's one thing that should change to make you lot happier at piece of work?

💬

Communication icon

Communication
Where has our advice faltered? Tin can yous give me an case?

📝

work

Piece of work
What, if annihilation, feels harder than information technology should exist in your day-to-day piece of work?

Growth

These conversations revolve around your direct written report's personal and professional growth and development. Co-ordinate to Gallup, when employees have consistent performance feedback, they become emotionally and psychologically attached to their work and workplace.

Motivation

Motivation-focused conversations can be proactive, where you lot're motivating your direct reports on an ongoing ground. This happens over time as y'all build a deeper agreement of what makes them happy, gets them excited and makes them frustrated. They could also exist treated as a pulse-check, where you lot're asking for more of a snapshot into how they're feeling currently.

Communication

These types of conversations tin open possibilities for improving how you lot communicate, whether it'southward 1-on-one or as a team. Communication-focused topics revolve around how information is existence passed from one private to the other, think feedback, meetings, tech-stack, remote communication and so, and then much more. How does your direct report like to receive feedback? Is it presented verbally or written out?

Work

Piece of work-focused conversations tin easily monopolize one-on-ones, turning them into status updates. To avert this, focus on things like eliminating roadblocks, improving processes or discussing team strategies.

Pro tip: Hypercontext meeting insights recommends resource and questions you tin can ask to take more balanced conversations based on your historical ane-on-i meeting data.

1-on-one questions managers can ask employees

Questions about growth and development

What has been the work highlight/lowlight from the past week?
Who's someone in the visitor that yous'd like to learn more from?
What projects would you like to work on or be more than involved in?
What professional person goals would yous like to accomplish in the next 6 to 12 months, and what makes you say that?
What'south something you lot're itching to try that you haven't had the fourth dimension or resources to practise?
Is your job what you expected when you lot accepted it? If not, where has it differed?
What other roles at [your company] practise you find interesting? What skills do those roles crave that you would like to work on?
What else can I be doing to aid progress your career?
What are your work and non-work highlights of the past calendar month?
What'due south one matter you'd similar to do more of, outside of work this coming month?

"What is a big, audacious goal that you'd similar to achieve this quarter?" Whether it'south personal or for work, I dear this question because I like to remember that I am helping make big ✨✨ dreams come truthful.
– Anita Chauhan, Fractional CMO

Questions to help improve communication

What'due south one thing we can do to ameliorate the operation of the team?
Are you happy with our level of advice? How would you change information technology?
What's pinnacle of mind right at present that we oasis't talked about yet?
If yous were managing the team, what would yous do differently?
Who is doing a great job on the team? What have they done?
Am I acting like the best director yous could wish for? What could I be doing ameliorate?
When's the best fourth dimension to give feedback on your work?
Where has our advice faltered? Tin you give me an example?
Is there anything that would exist productive for me to re-explicate to our team?
Am I providing enough clarity on our direction?
Where would you similar me involved more in your solar day to day? Where would you like me involved less?
What needs to alter around our team meetings?
What do you lot similar virtually our one-on-ane meetings? What can be improved?
Are there any roles on the squad that yous feel unclear on?
What are your superlative priorities this week?
What's a problem we have on our team that I might non know about?
What can I concur y'all accountable for next time we talk?
How could we meliorate cross-functional collaboration at [your company]?

1:1 Question: What's on your mind this week?

Questions near employee motivation

If you lot were the CEO, what's the starting time matter you'd change?
What'due south 1 matter nosotros could change about piece of work for you that would amend your personal life?
What's something you're proud of that happened this calendar week? This month?
What are yous passionate well-nigh, personally or professionally?
Who on our squad deserves a shoutout for their work and why?
What do yous wish I did less of? More of?
What'due south something past managers accept washed that's inspired and motivated you?
What'due south something by managers have done that's really frustrated you?
What does an platonic, productive workday look like to you? Walk me through information technology.
What makes yous excited and motivated to work on a project?
Are you happy in your function? What could brand information technology better for you?
On a scale of ane-10, how happy are you at work?
What's your to the lowest degree favorite part of your solar day-to-day at work?
What'due south 1 thing you would recommend to improve our workplace civilisation?
Do yous find your physical work environment productive? Is in that location anything preventing you from existence productive?
Are yous proud of the work you do here?
How do you feel nearly the remainder between your private work vs. managing?
How do you feel your work/life balance is? What would you desire to change, if anything?
Are there any goals we have on a visitor, team or private level that you experience are entirely unattainable? If so, why?
What's the best affair almost working here?
How are you feeling near your goals?
Which i best describes you during the by month? 😀 🙂 😐 🤔 😒 😳 😰 😤

1:1 Question: How are you feeling on a scale from 1-x?

Questions to address challenges, roadblocks and concerns

What'south one thing I can practise right at present to brand work meliorate for y'all?
Where do you need help?
Do you have any questions about what other team members are working on?
What do you need? What could make your day-to-day easier?
If you were a hiring director for our team, what role would be your side by side hire?
What's something y'all'd like to share but is a little stressful to bring upwards in person?
What'south your outlook on next week?
Do you have any questions that, if answered, would help you in your day-to-day?
What are yous least clear about, in terms of our company-wide strategy and goals?
Practice I have anything outstanding for yous that I oasis't done yet?
What, if annihilation, is stressing you out?
What, if anything, feels harder than information technology should be in your twenty-four hour period to day work?

Think about your roadblocks and consider which of the following would be most helpful for you overcoming them:

i. Time
2. Grooming
three. Tools

It can be a mix, but often ane of those is the core issue.

– Brendan Hufford, GROWTH CONTENT MARKETER AT Agile Campaign

Questions for getting feedback from your direct report

What do you like most my management style? What do yous dislike?
On a scale of 1-ten, how has my level of support/presence been over the past month?
Where practice yous need back up correct now?
Where do you think I should exist focusing more of my attention?
What is one thing I could experiment with doing differently this month?
Am I giving you enough feedback on your piece of work?
What is everyone around me neglecting to share with me?
If I could improve one skill between this coming together and the side by side, which would you choose?
What'south everyone around me Non telling me?
What "soft skills" do you call back I excel at most? What can I work on?

one:1 Question: Where exercise y'all demand support right at present?

Want more? Endeavor out our Coming together Question Suggestor bot!

How employees can drive the 1-on-one chat

Set expectations with your manager

If you're entering a ane-on-one equally the directly report, it'south important to remind non merely yourself merely your manager that this is your time with them. Let them know that you lot're both equally responsible for adding items to the meeting calendar and coming prepared to discuss.

Adding a meeting description, whether it's in your calendar invite or shared agenda, is a peachy way to concord i some other accountable for taking ownership of the meeting. Don't forget to include the purpose of the meeting in your clarification as well.

Here'due south an example of ane between one of my direct reports and I:

Be in the correct mindset to bulldoze the meeting

Treat this every bit a dedicated time to talk about anything you want to (with respect to your manager's time, of grade). If there are roadblocks that you're facing, add them to the agenda leading up to the meeting. If you feel like you're deserving of a raise, start that conversation. Utilize this time of undivided attention to permit yous to really succeed and hit the ground running between this and the adjacent one-on-ane.

Remember that your manager is not a heed reader, so use this time to permit them know how you experience most the work y'all're doing, the piece of work you desire to practice and how you'd similar to progress within the organization.

If you're unsure about how to even start these conversations, check out some of these questions below to get things going.

One-on-1 questions employees tin can ask managers

Questions nearly career growth and personal evolution

What steps can I take right now to progress my career with the company?
If I could improve one skill between this coming together and side by side, which would you choose?
Where practice you meet my role evolving in the next 6 months and 1 yr?
What mentorship opportunities are there available for me?
How can I improve my skills? What can I be reading? Where can I be taking classes?
What learning and evolution opportunities are there within and outside of the company?
What'southward a skill you lot think I tin acquire that volition help me do a better job?
What skills do you call up our team is lacking?
How tin I help railroad train and support others in the team and company?
Who in the visitor do you think I can learn the most from?
Who are your mentors? Who inspires you?

Questions virtually priorities, productivity and strategy

What tin can I exercise to help better the performance of the team?
Who on the team needs assistance? How can I support them better?
How are we progressing on our goals equally a team?
What's the next role you're thinking of hiring for our team?
How can we improve the way our team works together?
Where practise you lot call back I should be focusing more of my attending?
What do you lot wish I took more ownership over?
What big changes are coming downwardly the pipe in the next half-dozen months?
If there were unlimited budget and resources, what's the first matter you'd change for our squad?
What's something you wish we did ameliorate as a team?
What's something nosotros do well as a team?
What are we doing to make ourselves stand out from our competitors?
What'southward worrying senior leadership right at present?

Questions about communication and feedback

What's something y'all feel unclear nearly on my piece of work?
Is my piece of work quality above or beneath boilerplate?
How am I doing with [this specific thing]?
When's the best fourth dimension to get feedback on my work?
What do you lot wish I did less of? More than of?
Do you feel similar I'm a team player?
How do y'all define a successful one-on-ane, a successful team meeting?
Exercise you think I contribute plenty in squad meetings?
What "soft skills" do y'all think I excel at most? What can I work on?
What's an example of a situation I've handled well internally, a situation I've handled poorly?
Where exercise you think my communication tin can be improved?
What is everyone around me neglecting to share with me?
Am I giving plenty feedback to my peers?

Questions effectually visitor civilization and motivation

How can I get more involved in workplace culture?
What qualities are most important when you're hiring for our team?
Are in that location any aspects of our culture y'all wish you could change?
What practise you do to avoid burnout?
Later a failure, what do you do to pick yourself up again?

Questions around supporting your director and managing upwardly

How can I better support you?
What's worrying you well-nigh?
What are your biggest challenges leading the team?
What are you well-nigh excited about in your day-to-day?
What'south your biggest challenge as a people leader?
Is in that location anything I tin can exercise more or less of that would help you?

1:1 Question: What are you excited about correct at present?

Bonus! Icebreakers and "getting to know you lot" questions

How are you lot?
What's something y'all're really jazzed about outside of piece of work?
How was your weekend?
What's something, outside of work, that you're looking forward to this week?
What's one cuisine yous could alive without?
What'southward your favorite restaurant in our city?
What's the most random chore you've always had?

Ane-on-ones create an open dialogue between managers and their directly reports. The questions above have been shared past real managers and employees who ask these questions as oft equally every week in their one-on-one meetings.

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Source: https://hypercontext.com/blog/meetings/121-questions-for-one-on-one-meetings

Andrew Thiseved