7 Key 1:1 Meeting Topics for Employees

1:1s are the simplest and most powerful performance management technique that an organization can employ. However, many employees and managers aren't sure what they should talk about during the 1:1s. This guide will help you come prepared, build stronger relationships with your manager, and make every meeting more productive.

  1. Progress on Goals and Projects

  • Share updates on your goals and key projects.
  • Highlight recent wins or milestones.
  • Raise roadblocks where you need support.
  • Discuss ideas for growth and development.

Example:

“We’re on track to complete the new onboarding project by the end of the month. The first phase is finalized, and I’m starting the next steps this week. The only blocker is getting input from IT—do you recommend I push the timeline or reassign resources?”

2. Feedback Exchange

  • Ask for specific constructive feedback on performance.
    • “How do you think I handled sharing my ideas at the last stand-up? Was I able to convey the big picture? Was there anything I missed?”
    • “If there was one thing I could start, stop, or change about the way I communicate during the stand-up meetings, what would you suggest?”
  • Share specific verbal and written feedback on team dynamics or processes.
    • “I've noticed that when we hand the project off to the development team, we don't have a detailed checklist or a clear point of contact, and it causes confusion about priorities and deadlines. I think we could benefit from a more structured handoff process, like using a shared checklist or assigning a liaison to oversee the transition. I could try creating a draft of this and share it with you for feedback.”
    • Tip: Notice that when providing feedback about processes or procedures, the employee also includes a possible solution. That way, they're viewed as being proactive.

Feedback loops are powerful yet underutilized elements of effective 1:1 meeting topics; don't skip them!

3. Career Development

Your manager can’t support your growth unless they know your goals. Development discussions often get pushed to the annual review, but they should be discussed at least quarterly.  Use this time to:

  • Share career aspirations or skills you’d like to build.
  • Ask about stretch assignments that align with your goals.
  • Explore mentorship or networking opportunities within the company.

Example: Skill Development

“One area I’d like to grow in is [specific skill, e.g., data analysis or public speaking]. Are there upcoming projects or stretch assignments where I could build that skill while contributing to the team?”

Example: Mentorship/Networking

“I’d really value connecting with someone who’s advanced in [specific area]. Do you know anyone in the company who might be a good mentor or sounding board for me?”

4. Workplace Challenges

Bring up obstacles so they don’t stall your progress:

  • Workload concerns or competing priorities.
  • Collaboration challenges with other teams.
  • Tools or resources you think could improve productivity.

Example:

“Balancing Project X and the weekly reporting has been tough. Could we look at prioritizing tasks or shifting responsibilities?”

5. Personal Wellbeing

Don’t overlook how you’re feeling about work:

  • Share how you’re handling your role and workload.
  • Talk about work-life balance and job satisfaction.
  • Mention any personal factors (as appropriate) that might impact your performance.

Example

“I’ve been enjoying the new client project, but I’ve noticed my workload has been heavier than usual and I’m starting to feel stretched. Could we look at ways to prioritize tasks or shift timelines so I can keep quality high? That way, I’ll be able to focus on delivering the best results on the project that’s most critical for the team this quarter.”

6. Team and Company Updates

Show curiosity about the bigger picture:

  • Ask about team priorities for the quarter.
  • Clarify how your projects tie to company goals.
  • Stay informed on upcoming initiatives or changes.

Example:

“I’d love to hear more about our team’s top priorities for the next quarter. Are there areas where you think my work could make the biggest impact? I want to make sure my projects stay aligned with the company’s larger goals.”

7. Action Items

Close your 1:1 with clarity:

  • Review previous action items to ensure accountability.
  • Agree on next steps or new goals.
  • Track commitments so you and your manager stay aligned.

Example

“Last week we agreed I’d draft the client survey and loop in marketing for feedback, and I’m on track to send it out Friday. For this week, should I prioritize finalizing the reporting template or shift focus to the new onboarding tasks?”

How to Prepare for Your 1:1 Meetings

This employee guide outlines 7 effective one-on-one meeting topics so you always know what to bring to the table. With a consistent agenda and a tool like miviva, your one-on-ones shift from routine check-ins to powerful conversations that drive progress and growth.

To make these conversations effective:

  • Keep a running agenda of 1:1 meeting topics.
  • Rotate through the seven topics over time. You don’t need to cover them all at once.
  • Use a performance management system or at least an Excel document to track goals, capture feedback, and log action items so nothing slips. Ideally this tracking system is one that both you and your manager can access.

Next Steps