Register for our next webinar: The Future of Performance Management: Building Scalable Strategies for 2025 and Beyond
Free agenda template
Impromptu Performance Review
Structured review cycles have many benefits, but not everyone has the luxury of being a part of a mature review cycle. If you find yourself in this situation, then this review template is for you!
Impromptu Performance Review
MeetingAction itemsDecisions
When was the last time you had a performance review?
How do you feel about your current job performance?
Do you feel that you are meeting all expectations in your current role?
What do you feel you could improve upon in your current role?
Are there any areas in which you feel you excel in your current role?
What do you hope to accomplish in your current role in the next 6-12 months?
What challenges have you faced in your current role?
How have you overcome these challenges?
What has been your proudest moment in your current role?
What do you feel is your biggest accomplishment in your current role?
Do you have any suggestions on how we can improve our current performance review process?
More 1-on-1s
Peer 1-on-1
What projects are you focused on right now?
Do we have any overlaps where we could collaborate?
How might my team help your team over the next few weeks?
What’s something we could change that would help your team?
What's something I could start doing to make your job easier?
Do you have any positive or constructive feedback about my team?
Peer 1-on-1
As traditional hierarchies become less dominant in organizational structures, lateral support becomes more and more important. This template can help build those bridges as a way to structure conversations between you and a team member, or you and a member of another team.
View template Your First 1-on-1 with a new Team Member
How do you prefer to communicate?
What does your ideal, productive work day look like to you?
Is there anything about your role or the tasks you're working on that needs clarification?
How do you respond to stress, and how do you prefer to be supported?
What’s most important to you in your career?
Is there anything else on your mind you would like to discuss?
Your First 1-on-1 with a new Team Member
Set the right tone and create mutual understanding with your new team member using this 1-on-1 template.
View template New Employee Check-In
How is your onboarding coming?
How’s your experience been working with the team? Can we do anything to improve our team culture?
How could we improve our team’s level of communication/collaboration?
How might we improve our meeting routines?
Is there anything you would like me to do differently regarding our relationship (more or less direction, how I provide feedback, things I should start/stop doing, etc)?
Is there anything I could do as a manager to make your work experience better?
Do you have any feedback for myself or for the team?
Are there any problems or issues that I should know about?
Is there anything else you want to talk about?
New Employee Check-In
Onboarding can be tricky. By using this 1-on-1 template on a weekly basis for the first 2-4 weeks of your new team member joining, you can provide them with the necessary support they need as well as obtain fresh feedback on your onboarding process.
View template