A one-on-one belongs to the direct report, so their topics come first. This template keeps a shared running document: their topics, your topics, how you can help, growth goals, and what each of you committed to, with last time's commitments checked at the start.
Best forManagers and direct reports, weekly or every two weeks
Meeting length25 to 45 minutes
SectionsFollow-ups, their topics, manager topics, support needed, growth, commitments
Example, delete if not needed: What is slowing you down right now?
Example, delete if not needed: Which decision would you like my help with?
Manager topics
Support needed
The specific ask
Growth (monthly)
Goal, what they are trying next, how the manager will help
Commitments before next time
Commitment
Who
By
Word MarkdownPastes into Google Docs, Word or Notion with headings and tables intact. Copied. Paste it into your document.
One-on-one: Sam Whitlock and Maya Okafor
Filled-in example
One-on-one: Sam Whitlock and Maya Okafor
DateWednesday, October 21, 2026, 30 minNext one-on-oneWednesday, November 4
Follow-ups from last time
Commitment
Who
Status
Find out if there is budget for a type design course
Maya
Yes, up to $400 this quarter
Share a draft of the onboarding checklist
Sam
Half done, needs Maya's input on IT access
Their topics
Harbor & Pine feedback rounds are eating into other work. Sam wants a limit on rounds in future proposals.
Would like to present Homepage v3 to the client himself instead of only Priya.
Manager topics
The studio coordinator starts Nov 9. The onboarding checklist needs to be ready a week before.
Support needed
Thirty minutes with Maya to settle IT access for new hires.
Growth (monthly)
Goal: lead client presentations by the end of the year. Next: Sam presents v4 with Priya on the call.
Commitments before next time
Commitment
Who
By
Book 30 minutes to settle IT access
Maya
Oct 23
Finish onboarding checklist draft
Sam
Oct 30
Propose a round limit for the next proposal template
Sam
Nov 4
Tell Priya that Sam presents v4
Maya
Oct 22
Fernhill Studio and everyone in it are a fictional sample.
Best forManagers and direct reports, weekly or every two weeks
Meeting length25 to 45 minutes
SectionsFollow-ups, their topics, manager topics, support needed, growth, commitments
FormatsGoogle Docs, Word, Notion, Markdown
When to use this template
Your one-on-ones have turned into status updates.
You are a new manager and want a simple structure that does not feel like a form.
You both forget what you promised each other last time.
Questions people ask
Should one-on-one notes be shared with the employee?
Yes. Keep one shared document that both of you can edit. Private notes about performance belong somewhere else, and the shared document should never surprise the other person.
How often should one-on-ones happen?
Weekly for new team members or during busy periods, every two weeks once things are steady. Moving a one-on-one is fine. Cancelling them often tells people they are not a priority. A skip level meeting, with the people who report to your managers, happens far less often. For questions to bring, see the list of one-on-one meeting questions.