Not all 1:1 meetings are the same — and they shouldn’t use the same agenda.
A weekly check-in with a tenured direct report needs a completely different structure than a first meeting with a new hire, a career development conversation, or a tough performance discussion. Yet most managers default to one of two extremes: zero structure (the dreaded “so… what do you want to talk about?”) or a rigid template that doesn’t flex to fit the situation.
If you’re running on EOS®, you already understand the power of structured meetings. Your Level 10 Meetings have a defined agenda because structure creates focus, and focus creates results. Your 1:1 meetings deserve the same intentionality.
Below are 10 1:1 meeting agenda templates organized by the type of conversation you’re having. Each one is designed for companies running on EOS, which means they connect naturally to the tools you’re already using — Rocks, Scorecards, the People Analyzer, and the Accountability Chart. Copy them, customize them, and stop winging your one-on-ones.
Table of Contents
- Why 1:1 meetings matter (especially on EOS)
- Recurring 1:1 Templates
- Milestone & Transition Templates
- Development & Growth Templates
- Difficult Conversation Templates
- How to Choose the Right 1:1 Template
- Make Your 1:1s Actually Stick
- Run Better 1:1s in Strety
Why 1:1 meetings matter (especially on EOS)
Employees who have weekly one-on-one conversations with their manager are three times more engaged than those who don’t. That alone should make 1:1s non-negotiable — but for EOS companies, there’s an additional reason.
Your Level 10 Meeting is designed for the team. It’s where you IDS issues, review Rocks, and check the Scorecard. But it’s not the place for individual coaching, career development, or personal feedback. Those conversations need their own space, and that space is the 1:1.
Think of it this way: the L10 keeps the team aligned. The 1:1 keeps each person aligned — with their role, their growth trajectory, and your expectations.
For a deeper dive into how to approach your one-on-ones, check out our tips for better 1:1 meetings.
Recurring 1:1 Templates
These are the templates you’ll use on a regular cadence — weekly, biweekly, or monthly.
Template #1: The Weekly Check-In (30 minutes)
This is your bread-and-butter 1:1. It’s short, focused, and recurring. The goal isn’t to cover everything — it’s to keep communication consistent so nothing festers between meetings.
Best for: Established manager-direct report relationships with a regular weekly or biweekly cadence.
Agenda:
Segue (3 min)
- Share one personal and one professional win since we last met.
Rock & Scorecard Pulse (5 min)
- Are your Rocks on track or off track? Any that need attention?
- Any Scorecard metrics trending in the wrong direction?
What’s Top of Mind? (10 min)
- What’s the most important thing you want to discuss today?
- What’s one thing that’s blocking you or slowing you down right now?
Issues (7 min)
- Use IDS to work through the top issue together. Don’t try to solve everything — pick the one that matters most.
To-Dos & Wrap (5 min)
- Confirm action items and owners.
- Anything that needs to be cascaded to or from the L10?
Pro tip: This mirrors a mini L10 structure on purpose. If your team already runs Level 10 Meetings, this format will feel familiar and make it easier for your direct reports to come prepared.
Template #2: The Monthly Deep Dive (45–60 minutes)
Some managers with larger teams run 1:1s monthly instead of weekly. If that’s your cadence, you need more depth than the weekly check-in provides. This template gives you room to cover tactical items and bigger-picture topics without rushing.
Best for: Managers with 6+ direct reports, or senior leaders who check in less frequently but need substantive conversations.
Agenda:
Segue (5 min)
- Personal and professional highlights from the past month.
Rock & Scorecard Review (10 min)
- Walk through each Rock: on track, off track, or at risk?
- Review relevant Scorecard metrics over the past 4 weeks. Any trends?
- If anything is off track, what’s the root cause?
Wins & Headlines (5 min)
- What went really well this month?
- Any customer or employee headlines worth discussing?
Challenges & Issues (15 min)
- What felt harder than it should have this month?
- What’s one issue that’s been lingering?
- IDS the most important one together.
Development & Feedback (10 min)
- Progress on any development goals we’ve set.
- Feedback from me: here’s what I noticed this month (specific examples, not vague praise).
- Feedback for me: what’s one thing I could do differently to support you better?
To-Dos & Forward Look (5 min)
- Confirm action items.
- What’s the biggest priority for next month?
Template #3: The Visionary–Integrator Same Page Meeting (30–45 minutes)
If you’re running on EOS, you know the Visionary–Integrator relationship is the engine of your business. This isn’t a typical manager-direct report 1:1 — it’s a peer-level alignment conversation. The Same Page Meeting exists to make sure you’re in sync on direction, priorities, and the issues that sit between your two seats.
Best for: The Visionary and Integrator. Weekly or biweekly cadence. This meeting is separate from your leadership team L10.
Agenda:
Check-In (3 min)
- Quick personal and professional update.
V/TO Alignment (5 min)
- Anything shifted in the Vision? Any updates to the 1-Year Plan or 3-Year Picture that need to be discussed?
- Are we still aligned on the company’s top priorities this quarter?
Issues Between the Seats (15 min)
- What decisions or topics sit between Visionary and Integrator that need resolution?
- Use IDS to work through them.
People (5 min)
- Are we aligned on any people issues? Right people, right seats?
- Any People Analyzer conversations coming up?
Cascading Messages (5 min)
- What messages from this conversation need to go to the leadership team?
- Who owns communicating each one?
Parking Lot (2 min)
- Non-urgent items to add to the next meeting’s agenda.
Milestone & Transition Templates
These templates are for the one-on-ones that happen at specific inflection points — when someone is new, when the quarter changes, or when you inherit a new team member.
Template #4: The First 1:1 with a New Hire (45 minutes)
Your first 1:1 sets the tone for the entire working relationship. Don’t waste it on logistics that should’ve been covered in onboarding. Use it to learn how this person works best, what they need from you, and what success looks like in their eyes.
Best for: First one-on-one meeting with a brand new team member. Typically during week 1 or 2.
Agenda:
Get to Know Each Other (10 min)
- What’s something most people don’t know about you?
- What were you most excited about when you took this job?
Communication & Working Style (10 min)
- How do you prefer to receive feedback — direct and immediate, or with some time to process?
- What management style brings out your best work?
- How do you like to communicate day-to-day? (Slack, Teams, email, quick calls, etc.)
- What’s something a past manager did that you really appreciated?
Role Clarity (10 min)
- Walk through their seat on the Accountability Chart — roles, responsibilities, and how their work connects to the company’s Rocks.
- What questions do you have about your role or how your work fits into the bigger picture?
Expectations for Our 1:1s (10 min)
- Here’s how I’d like our 1:1s to work: [explain cadence, agenda ownership, expectations].
- These meetings are your time. I want you to drive the agenda as much as I do.
- What would make these meetings valuable for you?
Next Steps (5 min)
- Anything you need from me in the next two weeks?
- Agree on next meeting date, time, and format.
Template #5: The Quarterly Conversation (60 minutes)
In EOS, Quarterly Conversations™ are the formal performance touchpoint — not an annual review that tries to cram 12 months into one awkward hour, but a regular rhythm of structured feedback. This template helps you run a Quarterly Conversation that’s honest, actionable, and connected to the tools you already use.
Best for: Every direct report, once per quarter. Align this with your quarterly planning cycle for maximum impact.
Agenda:
Open (5 min)
- Set the tone: this is a two-way conversation, not an evaluation.
- Briefly review what we set as priorities last quarter.
Core Values Review (10 min)
- Walk through each core value. Where are they living it? Where’s there room to grow?
- Use the People Analyzer: +, +/-, or – on each value. Be specific with examples, not generic compliments.
Role Alignment (10 min)
- Review their seat on the Accountability Chart.
- GWC check: Do they still Get it, Want it, and have the Capacity to do it?
- Has the role evolved? Does the seat description still match reality?
Rock Review (10 min)
- Review each Rock from the past quarter: completed or not?
- For any incomplete Rocks — what happened? What did we learn?
- Initial discussion on next quarter’s Rocks.
Scorecard Performance (5 min)
- Trends over the past 13 weeks. What’s consistently on track? What’s below the bar?
Development & Career Growth (10 min)
- What skills do you want to develop in the next quarter?
- Where do you see yourself in 1–3 years?
- What support or resources do you need from me?
Action Items & Commitments (10 min)
- Summarize key takeaways and action items.
- Set or confirm Rocks for next quarter.
- Agree on any development goals to track in your weekly 1:1s.
For more on making these conversations count, check out our guide to one-on-one meeting questions that go deeper than surface-level check-ins.
Template #6: The Inherited Team Member 1:1 (45 minutes)
Whether you’ve been promoted, restructured, or a peer left and you’re picking up their people — inheriting a direct report is a delicate transition. You need to build trust quickly without steamrolling the relationship they had with their previous manager.
Best for: Your first 1:1 with a direct report you’ve inherited from another manager.
Agenda:
Introduction & Context (10 min)
- Share a bit about your background and management approach.
- Acknowledge the transition: “I know change can be uncomfortable, and I want to make this as smooth as possible.”
Understanding Their World (15 min)
- What’s going well in your role right now?
- What’s been frustrating or unclear?
- What was working in your 1:1s with your previous manager? What wasn’t?
- What’s one thing you wish leadership understood about your day-to-day?
Role & Expectations Alignment (10 min)
- Review their seat on the Accountability Chart together.
- Walk through their current Rocks and Scorecard metrics.
- Are there any expectations that feel unclear or misaligned?
Building Our Working Relationship (5 min)
- What do you need from me to feel supported?
- What’s the best way for me to give you feedback?
Next Steps (5 min)
- Agree on 1:1 cadence and format.
- Identify any quick wins or unresolved issues you can help with immediately.
Development & Growth Templates
Use these when the focus shifts from tactical execution to longer-term growth.
Template #7: The Career Development 1:1 (45 minutes)
This isn’t a conversation you should only have during annual reviews or when someone threatens to leave. Schedule dedicated career development 1:1s at least once per quarter — separate from your weekly check-ins. Give it the space it deserves.
Best for: Any direct report, once per quarter (or when they signal they’re thinking about their future).
Agenda:
Where Are You Now? (10 min)
- How are you feeling about your current role? On a scale of 1–10, how energized are you by the work?
- What parts of your job give you the most energy? What drains you?
Where Do You Want to Go? (15 min)
- If you could design your ideal role 2–3 years from now, what would it look like?
- This doesn’t have to be at this company — let’s be honest about what you actually want.
- What skills or experiences would you need to get there?
Closing the Gap (10 min)
- What can we do in the next 90 days to move you closer to where you want to be?
- Are there projects, stretch assignments, or cross-functional work that would help?
- Is there a mentor or resource I can connect you with?
Rocks & Role Connection (5 min)
- Can we align any upcoming Rocks with your development goals?
- Does your current seat on the Accountability Chart still fit your trajectory?
Commitments (5 min)
- Agree on 1–2 specific development actions with timelines.
- Schedule the next career development conversation.
Template #8: The Skip-Level 1:1 (30 minutes)
Skip-level meetings — where you meet with someone who reports to one of your direct reports — give you visibility into what’s actually happening in the organization. They’re not about going around your managers. They’re about getting an unfiltered pulse on culture, engagement, and whether your vision is actually landing beyond the leadership team.
Best for: Leaders meeting with team members one or two levels below them. Monthly or quarterly cadence.
Agenda:
Warm-Up (3 min)
- What’s been the highlight of your month?
Clarity & Alignment (10 min)
- How clear are you on the company’s vision and where we’re headed?
- What are you least clear about when it comes to company strategy or goals?
- Do you feel like you understand how your work connects to our V/TO?
Culture & Engagement Pulse (10 min)
- How would you describe our team culture right now in one or two words?
- Do you feel like you have what you need to do your best work? What’s missing?
- What’s one thing you’d change about how we work if you could?
Your Growth (5 min)
- What professional goals are you working toward in the next 6–12 months?
- Do you feel supported in getting there?
Wrap-Up (2 min)
- Is there anything else you want me to know?
- Thank them for their time — emphasize that this conversation stays between you unless there’s a safety or compliance concern.
Important note: After a skip-level, resist the urge to immediately coach or correct the team member’s direct manager. Use the themes you hear across multiple skip-levels to inform your own coaching conversations — don’t create a game of telephone.
Difficult Conversation Templates
These are the meetings nobody looks forward to, but everyone respects when they’re handled well.
Template #9: The Performance Improvement 1:1 (45 minutes)
When someone is consistently missing the mark — whether it’s Scorecard metrics, Rock completion, or core values alignment — you owe them a direct conversation. Not a surprise. Not a vague “things need to improve.” A structured conversation that’s clear, specific, and focused on a path forward.
Best for: When a direct report’s performance has been below expectations for more than one quarter, or there’s a significant and specific issue that needs to be addressed.
Agenda:
Set the Context (5 min)
- Be upfront about the purpose of this meeting: “I want to have an honest conversation about some areas where I see a gap between expectations and performance.”
- Affirm your intention: this is about helping them succeed, not ambushing them.
The Data (10 min)
- Walk through specific examples. Use your EOS tools — this is exactly what they’re for.
- Scorecard: Which metrics have been consistently below the bar?
- Rocks: Which Rocks were incomplete or off track this quarter?
- People Analyzer: Where are they showing a +/- or – on core values?
- Stick to facts and observations, not feelings or assumptions.
Their Perspective (10 min)
- Give them space to respond. Ask: “What’s your take on this?”
- Listen for context you might not have. Are there obstacles, unclear expectations, or personal challenges you’re not aware of?
- Don’t get defensive. Don’t argue. Listen.
The Path Forward (10 min)
- Agree on 2–3 specific, measurable improvements you need to see.
- Set a timeline: “In the next 30 days, here’s what I need to see.”
- What support or resources will they need? What can you do differently as their manager?
Documentation & Follow-Up (10 min)
- Summarize the conversation and agreed-upon action items in writing.
- Schedule more frequent check-ins (weekly if you’re currently meeting biweekly or monthly).
- Be clear about what happens if improvement doesn’t occur — don’t leave this ambiguous.
Template #10: The Stay Interview 1:1 (30 minutes)
Don’t wait for someone to give their two weeks to find out they’ve been unhappy for months. Stay interviews are proactive conversations with your best people — the ones you absolutely cannot afford to lose. Schedule these at least twice a year for your top performers.
Best for: High performers and key contributors you want to retain. Twice per year or whenever you sense engagement might be slipping.
Agenda:
Open & Frame (3 min)
- “I’m not asking this because something is wrong — I’m asking because you’re important to this team and I want to make sure you feel that.”
Engagement (10 min)
- What do you look forward to most when you come to work?
- What’s one thing that, if it changed, would make you think about leaving?
- On a scale of 1–10, how valued do you feel? What would get you closer to a 10?
Growth & Opportunity (10 min)
- Do you feel like you’re growing here, or do you feel stuck?
- Is there work you’d love to do more of that you’re not currently doing?
- Are there skills you want to build that you haven’t had the chance to develop?
Working Conditions & Culture (5 min)
- Is anything about your day-to-day work unnecessarily frustrating?
- How do you feel about your compensation and recognition relative to the work you do?
Commitments (2 min)
- Based on what you’ve shared, here’s what I’m going to do: [commit to at least one specific action].
- Schedule a follow-up to close the loop.
How to Choose the Right 1:1 Template
You don’t need all 10 templates running simultaneously. Here’s a quick guide:
| Situation | Template | Cadence |
| Regular rhythm with your team | #1 Weekly Check-In | Weekly or biweekly |
| Larger team, less frequent meetings | #2 Monthly Deep Dive | Monthly |
| Visionary + Integrator alignment | #3 Same Page Meeting | Weekly or biweekly |
| New employee just started | #4 First 1:1 with a New Hire | Once (week 1–2) |
| End-of-quarter performance review | #5 Quarterly Conversation | Quarterly |
| You’ve inherited a direct report | #6 Inherited Team Member 1:1 | Once (during transition) |
| Focused on career growth | #7 Career Development 1:1 | Quarterly |
| Meeting someone 2 levels down | #8 Skip-Level 1:1 | Monthly or quarterly |
| Performance needs to improve | #9 Performance Improvement 1:1 | As needed |
| Retaining a top performer | #10 Stay Interview 1:1 | Twice per year |
The weekly check-in is your default. Layer in the others as situations call for them. A typical quarter might look like weekly check-ins every week, one Quarterly Conversation, one career development 1:1, and a stay interview or skip-level mixed in.
Make Your 1:1s Actually Stick
Templates are a starting point — they’re only valuable if you actually use them consistently. Here are a few things that separate teams that run great 1:1s from teams that treat them as optional:
Own the agenda collaboratively. Both manager and direct report should be adding items throughout the week, not scrambling 10 minutes before the meeting. When your direct report drives the agenda as much as you do, the meeting becomes theirs — and engagement goes way up.
Keep a running record. If you can’t reference what you discussed last week (or last quarter), you’re starting from scratch every time. That’s how action items die and development goals get forgotten.
Connect everything back to EOS tools. Your Rocks, Scorecard, People Analyzer, and Accountability Chart aren’t just tools for your L10 — they’re the source material for your 1:1s. When a Scorecard metric is off track, that’s a 1:1 conversation. When a Rock is at risk, that’s a 1:1 conversation. When cascading messages come out of your L10, the 1:1 is where you make sure they land individually.
Don’t cancel them. Seriously. Canceling 1:1s tells your direct report that their development isn’t a priority. If you have to reschedule, reschedule — don’t just skip it.
Run Better 1:1s in Strety
If you’re already using Strety for your L10 meetings, your 1:1 meeting agendas are automatically created based on your Accountability Chart. The agenda is collaborative — both you and your direct report can add items throughout the week — and every conversation creates a searchable historical record so nothing falls through the cracks.
Issues that surface in a 1:1 can be flagged to your L10 when they need broader team attention. To-Dos flow out of the conversation and sync with tools like Microsoft To-Do, Asana, and HubSpot. And because it’s all in one platform, your Rocks, Scorecard metrics, and People Analyzer data are already right there when you need to reference them.
No more digging through old notes or trying to remember what you discussed three weeks ago. Start your free 30-day trial and see how much better your one-on-ones can be when they’re built into the same system where you run the rest of your business.