One-on-One Meeting Questions - 60+ Examples for 2025
One-on-one meetings are essential for building trust, improving communication, and fostering growth. They create a private space for honest feedback, enabling managers and employees to address concerns, celebrate achievements, and plan future goals.
In this guide, we’ll cover key questions from both the manager and employee perspectives, provide sample Q&A scenarios, and share practical tips for structuring and requesting these meetings.
Let’s dive in.
One-on-One Meeting Questions for Managers
As a manager, you might wonder what to ask to ensure productivity, engagement, and employee well-being. Below are examples of high-impact questions:
- Performance and Progress
- “How do you feel about your current tasks and responsibilities?”
- “Are there any obstacles or challenges slowing you down?”
- “What’s one recent win you’re proud of, and how can we build on that success?”
- “Do you see any risks or issues on the horizon that we haven’t discussed yet?”
- Career Development and Growth
- “Which skills or areas would you like to focus on developing?”
- “Where do you see yourself in the team or company long-term?”
- “Is there a new project or responsibility you’d like to explore?”
- “What career goals are most important to you right now, and how can I help?”
- Feedback and Communication
- “How can I improve as your manager?”
- “Do you feel comfortable sharing ideas and concerns with me?”
- “Is there any feedback you’d like to give about team processes or company culture?”
- “Are our methods of communication working for you (e.g., Slack, email, calls)? Any suggestions?”
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- Work-Life Balance and Wellbeing
- “How are you balancing your workload with your personal life?”
- “Do you need any support or flexibility to manage stress?”
- “Have you felt overwhelmed lately, and if so, can we adjust priorities?”
- “What’s your energy level at work these days, and how can we help maintain a healthy pace?”
- Roadblocks and Resources
- “Are you facing any roadblocks in your tasks or projects?”
- “Do you have the resources and tools you need to succeed?”
- “Is there anything that would make your job easier or more efficient?”
- “Which cross-functional departments could support you better, and how can I facilitate that?”
- Team Dynamics
- “How do you feel about our team’s collaboration and communication?”
- “Is there anyone on the team you’d like to learn from or pair with?”
- “Are there any team-related issues we should address together?”
One-on-One Meeting Questions for Employees
If you’re an employee preparing for a one-on-one with your boss or manager, here are expanded examples of valuable questions:
- Clarifying Expectations
- “What do you see as my top priorities for the upcoming quarter?”
- “How will my success be measured on these priorities?”
- “Are there any specific metrics or KPIs you’d like me to focus on?”
- Seeking Feedback
- “What have I done well recently, and where could I improve?”
- “Could you share any feedback you’ve received from others about my work?”
- “Are there patterns in my performance that stand out to you?”
- Career Growth
- “How can I position myself for advancement or new opportunities?”
- “Which skills or training would you recommend I pursue?”
- “Are there leadership opportunities I can take on within the team?”
- Team Alignment
- “How does my work fit into the larger goals of the company?”
- “Are there cross-functional projects where I can collaborate with other teams?”
- “Which upcoming initiatives should I be aware of so I can align my work?”
- Problem-Solving and Support
- “I’m facing [specific challenge]. Do you have any advice or resources?”
- “What would you do if you were in my position?”
- “Are there mentors or experts I should connect with to help overcome this challenge?”
- Long-Term Vision
- “How do you envision my role evolving in the next year?”
- “If I want to grow into a leadership role, what steps should I start taking now?”
- Personal Development
- “Is there a conference, workshop, or certification that would help me develop professionally?”
- “Are there any books or resources you’d recommend for my growth?”
General One-on-One Meeting Questions and Answers
Sometimes employees or managers also want an idea of potential answers. Below are expanded sample Q&A scenarios:
- Q: “What do you consider my biggest strengths on the team?
A: “Your analytical skills and attention to detail have consistently improved our project quality. I’d like you to mentor a new team member in these areas. It’ll give you leadership experience while helping the team.”
- Q: “Which areas should I focus on to reach the next level?”
A: “You excel at project execution, but to advance, you’ll need stronger presentation and communication skills. Let’s arrange a workshop or have you lead the next client presentation for more exposure.”
- Q: “How can I better handle work-related stress?”
A: “Try organizing tasks using a priority matrix. Also, take short breaks throughout the day. If you feel overwhelmed, let’s talk about temporarily redistributing some tasks. Your well-being is key to sustaining high performance.”
- Q: “Where do you see me contributing the most value over the next six months?”
A: “You have a keen sense of innovation. Perhaps you could lead a pilot project to optimize our internal processes. I’ll connect you with the necessary resources, and we can set milestones to track your progress.”
- Q: “What can we do to improve the team’s workflow?”
A: “We might need more streamlined communication—too many messages get lost in email threads. Let’s try a Slack channel specifically for project updates. Also, implementing short weekly ‘stand-up’ meetings could help keep everyone aligned.”
- Q: “Do you have any feedback on how I interacted with the client on the last project?”
A: “You did a great job addressing their concerns promptly. However, you could loop in the design team earlier so changes don’t delay the project. Overall, the client was impressed, and we just need to refine our internal communication process.”
10 Quickfire 1:1 Meeting Questions to Ask Your Boss
Looking for concise questions that get straight to the heart of a productive discussion? Here’s an expanded set of quickfire questions you can adapt:
- “What are the top goals you’d like me to focus on this week or month?”
- “How does my work impact the team or company’s broader objectives?”
- “Do you have any feedback on my recent project or presentation?”
- “Where do you see opportunities for me to grow or take on new responsibilities?”
- “Is there any training, workshop, or certification you’d recommend for my career path?”
- “What obstacles do you see that might hinder my progress, and how can we address them?”
- “Can I get more involved in cross-departmental projects to broaden my experience?”
- “How can I better support our team’s or department’s goals?”
- “Are there any best practices or resources I should look into to improve my skill set?”
- “Is there anything we haven’t discussed that you think is important for my development?”
- “What success metrics are most critical for our team right now?”
- “Are there upcoming industry trends I should research to keep us competitive?”
- “Would you be open to pairing me with a mentor or coach for additional support?”
These concise queries help you maximize your one-on-one time and demonstrate initiative in your personal and professional growth.
How to Request a 1:1 Meeting with Your Manager (Email Sample)
If you need to schedule a 1 on 1 meeting with your manager here’s a quick template you can adapt:
Subject: One-on-One Meeting Request
Hello [Manager’s Name],I hope you’re doing well.I’d like to schedule a one-on-one meeting with you to discuss my current projects, get your feedback, and explore ways I can further contribute to the team.Would you be available for a [30-minute/1-hour] meeting sometime next week?I’ve attached a brief agenda to help guide our discussion. Please feel free to add or adjust topics as needed.Thank you, and I look forward to speaking with you.
Best regards,
[Your Name]
Why Are One-on-One Meetings Important?
1. Personalized Communication
Unlike group or staff meetings, one on one meetings (or 1-on-1s) allow for a more intimate setting. There’s no pressure from an audience, so both the manager and the employee can be more open and candid.
2. Trust-Building
Regular one-on-one sessions build rapport. Managers become more than just “the boss”—they can act as mentors and supporters. Employees feel heard and valued, boosting morale and engagement.
3. Accountability and Growth
In one-on-one meetings, specific goals can be set, tracked, and revisited. Both parties know they’ll have dedicated time to review performance and adjust strategies, ensuring consistent progress.
4. Early Issue Detection
Problems that might be overlooked in group settings can surface and be resolved quickly in a private conversation—preventing small issues from turning into major crises.
Structuring Your One-on-One MeetingSet a Regular Schedule
Consistency builds trust. For instance, scheduling a 1 on 1 meeting with your manager every week or biweekly ensures ongoing communication.You can plan for these “checkpoints” so that neither party is blindsided by new information.
Create a Shared Agenda
Before the one-on-one meeting, share a short agenda (at least a day in advance).Invite the other person to add topics. Make sure to include key questions or issues either side wants to address.
Start with a Check-In
Sometimes, the best 1-on-1 meeting questions begin with a casual check-in: “How are you feeling this week?” or “How’s your workload?”A quick personal or professional pulse-check sets the tone for a more productive conversation.
Balance Feedback and Forward-Looking Conversation
Dedicate part of the meeting to address performance feedback and part to discuss future goals, development, or upcoming projects.
End with Action Items
Summarize the discussion, clarify next steps, and assign responsibilities so both manager and employee leave with clear takeaways.
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1:1 Meeting Agenda Templates - Weekly, Monthly, Quarterly
One-on-One Meeting Questions - 60+ Examples for 2025
