Having a continuous feedback loop through regular one-to-one meetings between managers and your team is an invaluable tool.

It allows you to build relationships, identify and address problems straight away, and keep on top of objectives and progress.

These three categories are a good mix for balanced one-to-one questions.

Here are ten example questions you could be using:

  • Are you clear on what your current objectives are?
  • What objectives have you achieved since our last one-to-one?
  • What is the biggest challenge you are facing right now?
  • How is your workload?
  • What have you done recently that you are really proud of?
  • Is there anything I could be doing better to support you?
  • Is there anything the team could be doing better to support you?
  • What skills or project would you like to be focussing on?
  • Are you happy with your work-life balance?
  • How is everything outside of work?

So why is that important to have a good balance during your one-to-ones?

It’s easy to focus on all the negative employee issues you might be facing but that is not what they’re for.

It’s really important to encourage a positive attitude around giving and receiving feedback. You can find out the reasons why in these other posts:

To experience growth you need continuous feedback

Do you senior people get the feedback they need?

Do you give your new joiners appraisals after their first year? 

See our post next week for tips on how to avoid the problems managers face with one-to-ones. 

To find out how Reality HR could be supporting you managers, improving performance management and supporting your business growth, give us a call on 01256 328 428.