Weekly Meeting Agenda Template - 1:1, Team & Performance Agendas

In many organizations, weekly meetings can drift off track or run over time without a clear plan. In fact, 63% of meetings lack a set agenda​.

Adopting a weekly meeting agenda template ensures each session has a defined purpose and structure, which keeps the team aligned on goals and priorities. With a standardized agenda format, everyone knows what to expect and can come prepared, leading to more focused discussions and efficient use of time. This consistency week after week sets clear expectations and helps the whole team stay on the same page.

Below are ready-to-use weekly meeting agenda templates for five common workplace scenarios. Each template outlines key agenda items with suggested time allocations and notes the primary objective of that meeting.

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1. Weekly Team Meeting Agenda

Weekly team syncs are a simple but powerful way to keep everyone informed and aligned. These meetings provide a regular cadence for sharing updates, surfacing blockers, and reinforcing team priorities.

Here are some suggested agenda items with time allocations provided:

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• Welcome & Icebreaker (5 min) – Brief friendly check-in or icebreaker to warm up the discussion (e.g. “Share one win from last week”).
  
  
• Review Previous Action Items (5 min) – Go over tasks from the last meeting and confirm completion status or carry-overs.
  
  
• Team Updates & Progress (15 min) – Round-robin for each team member to share accomplishments, current focus, and short progress updates.
  
  
• Challenges & Blockers (10 min) – Open discussion of any obstacles or issues team members are facing, with group brainstorming to find solutions.
  
  
• Announcements/News (5 min) – Manager or attendees share any new information, upcoming deadlines, or organizational news that the team should know.
  
  
• Next Steps & Wrap-Up (5 min) – Summarize decisions and action items, assign owners and due dates, and confirm goals for the next week.

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Tip: Rotating who leads certain sections (e.g. a different team member runs the icebreaker) can increase engagement.

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Example Weekly Team Meeting Template

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2. One-on-One Weekly Meeting Agenda

One-on-one meetings create dedicated space for open communication between managers and their direct reports. They help strengthen relationships, address challenges early, and support ongoing growth and development.

Suggested agenda items for this type of meeting include:

• Personal Check-In (3–5 min) – Start with a casual greeting and a personal check-in (“How are you feeling this week?”) to build rapport.
  
  
• Updates & Achievements (5–10 min) – Employee shares key accomplishments, progress on projects, or good news since the last one-on-one.
  
  
• Challenges & Roadblocks (5–10 min) – Employee highlights any difficulties or obstacles they’re encountering; manager and employee strategize on solutions or resources needed.
  
  
• Feedback & Coaching (5–10 min) – Manager provides constructive feedback on recent work and coaches the employee on any areas for improvement; employee can also give upward feedback about what’s going well or what they need more of.
  
  
• Goal Review (5 min) – Quick review of the employee’s current goals or OKRs and their status. Discuss any adjustments or support required to stay on track.
  
  
• Action Items & Commitments (5 min) – Agree on next steps: upcoming tasks, developmental actions, or goals for the next period. Note who is accountable for each and any deadlines.
  
  
• Wrap-Up (2 min) – Recap the discussion highlights and express mutual appreciation or confidence. Confirm the date or time for the next one-on-one (if not recurring).
  
  

Tip: Document key points and action items from each one-on-one in a shared tool or doc (e.g. meeting notes software). This creates continuity and accountability week to week​. A clear one-on-one agenda ensures both parties come prepared and can have a meaningful exchange rather than a random chat​.

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3. Project Check-In Meeting Agenda

Project check-ins help teams stay on top of timelines, deliverables, and evolving priorities. These meetings ensure that progress is visible, risks are addressed quickly, and everyone is clear on next steps.

Suggested agenda items include:

• Welcome & Meeting Purpose (3 min) – Start by stating the purpose of the check-in (e.g. “Review progress on Project X and resolve any issues”). If new stakeholders join, introduce everyone.
  
  
• Status Updates (10–15 min) – Each project member gives a brief update on completed tasks, current work, and progress against milestones since the last meeting. Focus on high-level progress or deviations from the plan.
  
  
• Review Key Metrics/Deliverables (5 min) – Go over any important project metrics, sprint burndown, or deliverables due. Highlight what’s on track or behind.
  
  
• Issues & Blockers (10 min) – Discuss any obstacles, risks, or delays the team has encountered. The group collaborates on solutions or decides on escalations needed to remove blockers.
  
  
• Upcoming Tasks & Milestones (5 min) – Outline what’s coming up next: imminent deadlines, tasks for the next week, and who is responsible for each. Ensure the team is clear on priorities before the next check-in.
  
  
• Client Feedback or Stakeholder Q&A (Optional, 5–10 min) – (If external stakeholders or clients are involved) Provide them an opportunity to give feedback or ask questions about the project status.
  
  
• Next Steps & Responsibilities (2 min) – Recap the agreed action items and person accountable for each. Confirm the date/time of the next check-in and any interim touchpoints.

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Tip: Keeping weekly project meetings focused on specific updates and problem-solving (rather than detailed technical discussions) ensures they stay on schedule and productive. The objective is to catch issues early and keep the project moving forward to success​.

4. Weekly Leadership Team Meeting Agenda

Leadership meetings focus on strategic alignment, key metrics, and cross-functional collaboration. They provide a forum for making high-impact decisions and keeping senior leaders in sync..

Potential agenda items for a leadership team meeting include:

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• Personal/Opening Round (5 min) – Each leader shares a brief personal or team highlight (e.g. a quick win, or simply a personal update to build connection). This sets a positive tone and ensures rapport among the team​.
  
  
• Key Metrics Review (10 min) – Go through the top KPIs or OKRs for the business (or each department’s one critical metric) to gauge health. Focus on a handful of metrics that need attention, noting which are on track (green) or off track (red)​. This helps identify where discussion is needed (e.g. a red metric sparks problem-solving).
  
  
• Wins and Insights (10 min) – Share notable wins, learnings, or customer insights from the past week across the company​. This ensures everyone in leadership learns about successes or positive developments in other areas and can cascade recognition accordingly.
  
  
• Messages to Share (5 min) – Align on any key messages or announcements that leaders need to communicate to their teams or company-wide. (For example, decisions made, policy changes, or themes to reinforce at the next all-hands.)
  
  
• Deep Dive (“Hot Seat”) (15 min) – Rotate one department or critical project each week for a deeper dive. The leader in the “hot seat” presents their area’s progress, challenges, and plans in detail​. This allows the team to collectively drill into one area and offer help or feedback.
  
  
• Top Issues & Decisions (10 min) – Discuss any pressing issues that emerged (either from the metrics or deep dive) requiring cross-functional decision-making. Tackle the most critical issue or two while in the meeting​. If time runs out, note remaining issues and assign owners or separate follow-up meetings as needed​.

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• Conclusion & Next Steps (5 min) – Summarize decisions made, initiatives approved, or issues delegated. Clearly state any action items for leadership team members and any deadlines. End on a clarifying note so everyone knows what’s expected before the next leadership sync.
  
  

Tip: For a high-performing leadership meeting, share data and reports before the meeting whenever possible. That way, this meeting can focus on discussion and decision-making rather than simply sharing updates​.

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5. Weekly Performance Review Discussion

Performance review discussions are an opportunity to reflect on accomplishments, give and receive feedback, and align on future goals. When done well, they strengthen engagement and support long-term career growth.

Suggested agenda items include:

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• Set the Stage (3 min) – Welcome the employee, outline the meeting purpose (“to review your performance and development over the last quarter/year”), and encourage an open, two-way conversation. Setting a positive, forward-looking tone from the start helps put the employee at ease​.
  
  
• Employee Goals & Expectations (5 min) – Begin by revisiting the employee’s personal goals or career aspirations. Ask the employee to share their long-term goals and what motivates them. This frames the discussion and shows that the review is centered on helping them succeed in those goals​.
  
  
• Accomplishments & Strengths (10 min) – Invite the employee to summarize their key accomplishments since the last review period (they may have prepared a list). Acknowledge and discuss these successes and the strengths demonstrated. Adding context about why each achievement mattered to the team or company reinforces its impact​. The manager should also share additional praise or strengths they’ve observed.
  
  
• Constructive Feedback & Improvements (10 min) – Transition to areas of improvement. Discuss any goals or targets that were missed and why, or skill gaps observed. Ask the employee to reflect on where they could improve, allowing them to voice it first if possible. Then provide your constructive feedback with specific examples​. Keep the tone developmental (coaching, not criticizing) and tie feedback to how improvements will help the employee reach their goals and benefit the team.
  
  
• Future Goals & Development Plan (10 min) – Collaboratively set or refine goals for the next period. This may include performance goals (job-specific targets) as well as professional development goals (training, new projects to build skills). Ensure goals are clear and aligned with team objectives. Document any support the manager or company will provide (e.g. mentoring, courses).
  
  
• Employee Feedback (5 min) – Give the employee an opportunity to give feedback upward or about the team/role. For example, discuss what the manager or company can do to better support them or any concerns the employee has. This emphasizes that the review is a two-way conversation.
  
  
• Closing & Next Steps (2–5 min) – Summarize the key points from the discussion: commendations, agreed improvement areas, and new goals. Ensure the employee leaves with a clear understanding of expectations and is motivated about the path forward. If any follow-up is needed (e.g. revisit progress in 3 months, or a salary discussion meeting), schedule that. End the meeting on a positive note, reiterating confidence in the employee’s ability to grow and succeed.
  
  

Tip: It often helps to share the review agenda or written performance summary with the employee in advance (at least a few hours or a day before). This allows them to prepare and reduces anxiety, making the conversation more productive​.

Remember to focus on specific examples and avoid overwhelming the employee with too many critique points at once – stick to the most impactful areas to discuss.

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Why Use Weekly Meeting Agenda Templates?

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Using a standardized weekly meeting agenda template brings clarity, consistency, and focus to team routines. It ensures everyone comes prepared, keeps discussions on track, and helps teams make the most of their time together. With a clear structure, important updates aren’t missed, and meetings become more productive and action-oriented.

Templates also build accountability by creating a regular cadence for reviewing progress and following through on commitments. Over time, this fosters trust, strengthens team alignment, and saves time for organizers by providing a repeatable framework that drives effective, performance-focused conversations.

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How PerformYard Can Support These Weekly Meetings

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PerformYard is a performance management platform that helps streamline weekly meetings by centralizing goal tracking, feedback, and performance discussions. Whether it's a one-on-one, team sync, or leadership check-in, PerformYard keeps everyone aligned with real-time access to individual, team, and company-wide goals. Instead of relying on scattered documents or spreadsheets, meetings are grounded in up-to-date data from a single, trusted source.

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The platform also supports continuous feedback by allowing managers and employees to capture notes, recognition, and coaching moments as they happen. This creates a valuable record that can be revisited during one-on-ones or performance reviews, ensuring conversations are fair, specific, and rooted in real examples.

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For recurring meetings, PerformYard offers customizable tools like 1:1 forms and check-in templates to outline agendas, document discussion points, and track follow-up actions. This reinforces accountability and gives teams a clear record of progress over time, turning weekly meetings into consistent, performance-driven touchpoints.

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