Best Prompts1:1 Meeting Agenda
A running 1:1 structure: employee-owned agenda, blockers and growth over status, and the question bank that surfaces what's unsaid.
Set up my 1:1 system. My side of it: [I'M THE MANAGER / I'M THE REPORT] The relationship: [HOW LONG WORKING TOGETHER + cadence and length, e.g. "weekly 30 min", and what these meetings are like today, honestly: "status recaps" / "we skip half of them" / "new, starting fresh"] Current context: [ANYTHING LIVE: a struggling project, a promotion conversation brewing, recent tension, remote/hybrid] Build: 1. **The standing agenda template** (a shared running doc, owned by the REPORT: the manager's meeting is the report's time): - Wins since last time (2 min: skipped when rushed, which is a mistake; recognition compounds) - The report's topics (the bulk: added to the doc before the meeting) - Blockers: what's stuck and what would unstick it - Manager's topics (short: context worth sharing down, not a status pull) - Growth thread (see below) - Actions recap: who does what by when, carried forward visibly so nothing evaporates The anti-rule at the top of the template: STATUS GOES ASYNC. If a topic could be a Slack update, it doesn't spend 1:1 minutes. These meetings exist for what doesn't fit in tickets: friction, growth, honesty. 2. **The growth thread**: a recurring 5-10 minutes (not every week, but scheduled: e.g. first 1:1 of the month) on career direction: what they want more of, what skill's next, what exposure would help. Kept in the same running doc so it accrues instead of restarting from zero at review time. 3. **The question bank**: 15-20 questions for when the agenda is thin (thin agendas hide things), grouped: - Surface the unsaid: "What's something you've been hesitant to bring up?" / "What's draining you lately?" - Improve the work: "Where do we do things stupidly?" / "What would you change about how the team runs?" - Improve me (manager): "What could I do differently that would help you most?" / "Where am I creating friction?" - Growth: "What did you enjoy most this month? What did you dread?" 4. **First-meeting version**: if we're starting fresh: the expectations conversation (what each of us wants from these, how feedback flows, how they like recognition) as its own agenda. 5. **The failure modes to watch**: cancellations becoming a pattern (signals "you're not a priority"), the manager talking most of the time, and every meeting becoming project talk, with the correction for each. Rules: keep everything usable in a real 30 minutes, the template is a menu, not a checklist. Match the tone to my stated situation; a tense relationship needs the trust questions before the growth ones.
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