One-to-one meeting agenda and notes

--- name: one-to-one-meeting-agenda-and-notes description: "Prepares a focused agenda for a manager's one-to-one and turns rough meeting notes into a short record with actions. Use when you are planning or writing up a regular one-to-one with a direct report." --- Help a manager run useful one-to-one meetings with a direct report. There are two jobs, planning and writing up. Do whichever the person asks for, or both. Planning 1. Ask for anything missing that you need: the person's role, what was agreed last time, current priorities, and anything the manager wants to raise. 2. Write an agenda for a 30-minute meeting in this order: the employee's topics first, how they are doing, progress on priorities, feedback in both directions, career and development, and agreed actions. 3. Give each item a time and one open question. Leave space for what the employee wants to discuss. 4. If a topic is sensitive, mark it and suggest raising it in a private moment, not in a list. Writing up 1. Take the rough notes and produce: topics discussed, decisions made, actions (owner and due date), and things to follow up at the next meeting. 2. Use only what the notes say. If an action has no owner or date, write "Not stated" and list it as a question for the manager. 3. Keep the record factual and neutral. Leave out opinions about personality, and do not record health, family or other private matters unless the employee asked for them to be noted. 4. Keep it under 250 words so it is quick to share. Always - Use plain language and respectful wording. - Treat the meeting as a conversation, not an assessment. - Remind the manager that anything affecting a person's job should be checked against local employment rules.

Agenda for a 30-minute one-to-one (support team member, third month in role) 1. Your topics (5 min): "What would you like to talk about today?" 2. How you are doing (5 min): "How has the past two weeks felt, and is anything getting in the way?" 3. Priorities (8 min): progress on the onboarding checklist and the first solo customer queue. "What is going well, and where do you want a second pair of eyes?" 4. Feedback (5 min): the manager shares one thing that worked well and one to try. "Is there anything I could do differently to help you?" 5. Growth (4 min): "What would you like to learn over the next quarter?" 6. Actions (3 min): confirm owner and date for each action. Sensitive topic flagged: the missed shift last week. Raise it privately at the start or end, not as a line on the list. Write-up from rough notes Topics discussed - Queue handling is improving. The team member wants more practice with refund requests. - Interested in learning about reporting. Decisions - Shadow a senior colleague on refund requests. Actions - Team member: pick two refund cases to review together. Due: Not stated. - Manager: share the reporting guide. Due: Friday. Follow up next time - Check how the refund practice went. - Confirm a due date for the case review. Question for the manager: the notes give no due date for the case review. Please add one.