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Free Agenda Templates
Topicflow's team of in-house meeting experts has curated these free meeting templates, ready for you to use in your next 1-on-1s or team meeting. We've built these templates right into our app, so you can get started with just a click or two — it's free!
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 Kim Scott’s 1-on-1 from Radical Candor book
What’s on your mind this week?
How happy were you this past week?
How productive were you this past week?
What feedback do you have for me?
Kim Scott’s 1-on-1 from Radical Candor book
From the fantastic leadership development book Radical Candor, Kim Scott’s meeting template for regular 1-on-1s is the perfect foundation for any manager.
View template Weekly Check-In (15-minutes)
What are the highlights of the last week?
What are you focusing on next week?
Are there any blockers towards achieving your goals?
What, if anything, is stressing you out?
Weekly Check-In (15-minutes)
A simple template to get you started on a weekly routine with your direct reports.
View template Monthly Check-In (30 minutes)
How are you? How is life outside of work?
What have you been focused on this month? What’s gone really well lately? What’s been a challenge?
What is your focus this coming month? Is there anything you need from me to achieve your goals?
How are you feeling about your work overall?
Do you have any feedback for myself or for the team?
Are there any problems or issues that I should know about?
What could I do as a manager to make work better?
Is there anything else you want to talk about?
Monthly Check-In (30 minutes)
A simple template to get you started on a monthly routine with your direct reports. Works well on its own as a monthly routine, or, as a monthly supplement to our Weekly Check-In template.
View template Quarterly Check-In (45 minutes)
How are you? How is life outside of work?
What have you been focused on this past quarter? What’s gone really well? What are you proud of? What’s been a challenge? Is there anything you’d like another chance at?
What is your focus this coming quarter? Is there anything you need from me to achieve your goals?
How are you feeling about your work overall?
Do you feel like you’re progressing towards your career goals?
Are there any skills you’re interested in developing?
How might we improve our meetings to ensure their making the best use of your time?
How could we improve our team’s level of communication/collaboration?
How’s your experience been working with the team? Can we do anything to improve our team culture?
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 other 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?
Quarterly Check-In (45 minutes)
A simple template to get you started on a quarterly routine with your direct reports. Works well on its own as a quarterly routine, or, as a quarterly supplement to our Weekly and/or Monthly Check-In templates.
View template Performance-Oriented 1-on-1
What goals are you currently focused on?
How have things progressed since we last spoke?
Is anything standing in the way of success? What can we do to overcome these obstacles
What recent accomplishments are you proud of that people don’t know about?
Do you feel you’re growing toward where you want to be?
Are there any new goals we should be working towards?
What needs to be done next, and what can we commit to before our next meeting?
What other decisions need to be resolved?
Performance-Oriented 1-on-1
A fantastic, conversational substitute to more traditional, structured performance reviews. Use this template to create constructive conversations with your team members around their performance.
View template Monthly Priority Assessment and Alignment
Let’s define your priorities for the next month.
How do each of your goals align with our team’s goals?
In addition to your team-oriented goals, do you have any personal development goals?
Does anything feel harder than it should? Is there anything slowing you down or side-tracking you (e.g. technology, tools, colleagues, meetings, disorganization, skills gaps, etc)? How can I help?
Is there anything you’re not looking forward to or avoiding doing? How can I help?
Monthly Priority Assessment and Alignment
This template is designed to create, maintain or reorient focus.
View template Quarterly Strengths Discussion
What are your greatest strengths?
Are any of your greatest strengths being under-utilized?
How can we utilize them better?
How can we develop them further into super-strengths?
What are the areas/skills you don’t feel as strong in?
Of the ones you have a want/need to improve upon (core or critical to your role), how can we improve upon them?
Of the ones you don’t have a want/need to improve upon, how can we mitigate their impact and keep you focused on your strengths?
Quarterly Strengths Discussion
Use this template to discuss the strengths and weaknesses of your team members. Discover better ways to leverage their strengths and interested, mitigating the potential negative impact of their weaknesses, and develop them in a way that gets them excited.
View template Quarterly Goal Review
Where did we find success?
What are you proudest of?
Where did we fall short?
What did we learn?
What do you want to accomplish in the next quarter?
How will you measure the success of those goals?
What are the next steps towards achieving those goals?
What could happen that would prevent you from hitting your goals?
What can I do to support you and how can I be a better manager for you?
Quarterly Goal Review
This template is designed to help managers and their reports assess past goals and plan for future goals in a collaborative way.
View template Difficult Conversations
Establish the reason for the conversation and the objective. Do you want to give feedback, understand your team member’s points of view, or plan a solution to a problem?
Define is the issue, its impact, and the potential consequences of doing nothing.
Discuss - Listen to what your team member has to say. Why is it important to resolve this situation? What’s at stake if we don’t resolve it? How could you do things differently?
What are some of the actionable takeaways from the conversation? What needs to happen next and who’s responsible for those actions?
How do you feel about how this conversation went?
Difficult Conversations
This template is here to help you have the difficult conversations you dread. A constructive approach that helps managers create room for their reports to be heard and contribute towards a path forward in any situation.
View template Re-defining Role and Responsibilities
Is this what you expected when you took the job? If not, which aspects are different?
How do you feel about the way you allocate your time? Has it changed since you started your job?
Are we making the most of your strengths? How could we put them to better use?
Is there anything you're not doing which would improve your team's performance?
Are there any undesirable tasks that you can simplify, automate, delegate or drop altogether?
What could we do to make this your dream job?
Re-defining Role and Responsibilities
If you have a team member that doesn’t seem to be satisfied with the scope of their role, this template can help you explore that with them and discover a way to improve the situation for everyone.
View template Checking in on stress
Is anything stressing you out at the moment?
How much of it is within our control to influence? What can we do to reduce unnecessary stress?
How do you disconnect and recharge at the end of the day or during breaks?
What would a better work-life balance look like for you?
Thinking back over the past few weeks/months, when have your stress levels been at their worst and at their best?
Checking in on stress
If you detect high stress levels with any of your direct reports, try using this 1-on-1 approach to help them identify ways to improve upon how their feeling.
View template Checking in on remote work
What do you like most / least about working from home?
What is your work setup like? Is there anything that needs improvement?
Have you encountered any technology issues?
Have you encountered any productivity issues (focus, burnout, etc)?
How do you manage distractions during the day? Is it a challenge for you?
How do you disconnect and recharge at the end of the day or during breaks?
What challenges have you faced compared to in-person work?
How effective are our remote meetings (on a scale from 1-10) ?
Do you think our decision-making processes include those that work remotely?
Do you feel that the company supports remote staff effectively? How can we support you more?
Checking in on remote work
This conversation should be had periodically with any fully or partially remote team. If you want to get the most out of your decentralized team, consider using this template quarterly, semi-annually, or annually.
View template Assessing your approach to feedback and development
How does our current feedback system work for you?
Should anything change to improve it? What would you do differently?
What actions need to take place to make that a reality?
When should we revisit these changes and how should we judge whether or not they’ve had a positive impact?
Assessing your approach to feedback and development
Managers that wish to leverage team member feedback in their self development should utilize this template with this team members either as individuals during 1-on-1s or in a group setting.
View template Quarterly Performance Review
How do you think you performed this quarter? Overall, are you satisfied with your performance?
What are some things you did well this quarter?
What are some areas you would like to improve upon next quarter?
What are some goals you have for next quarter?
What are some things your manager can do to help you improve your performance?
Are there any training or development opportunities you would like to pursue?
What do you think are your strengths and weaknesses?
How do you think your team contributed to your success or failure this quarter?
What do you think you could have done better to help your team this quarter?
Is there anything else you would like to discuss about your performance this quarter?
Quarterly Performance Review
A simple template to get any manager to start having great, conversational performance reviews with their team members.
View template Mid-Year Performance Review
What are your thoughts on your performance so far this year?
What do you feel you've done well and what could you have done better?
What are your goals for the remainder of the year?
What challenges do you anticipate facing?
What do you feel you need to work on most in order to improve your performance?
What can we do to help you achieve your goals?
What resources do you feel you need in order to be successful?
What do you feel are your strengths and weaknesses?
What do you feel are your most important accomplishments so far this year?
Mid-Year Performance Review
A mid-year check-point template to help managers have constructive performance-based conversations their direct reports. Works well on its own as a semi-annual routine, or, as a supplement to our “Quarterly Performance Review” template.
View template Annual Performance Review
What are your thoughts on your job performance this year? Are you happy with how you've progressed, or do you feel like you could have done better?
How do you feel you've contributed to the team/company this year? What are some things you're proud of?
What do you feel you could have done better this year? Is there anything you would have liked to have accomplished but didn't?
What are your goals for next year? What do you hope to achieve?
What do you feel are your strengths? Where do you feel you excel?
What do you feel are your weaknesses? Where do you feel you need to improve?
What are your thoughts on the company's performance this year? Are you happy with its progress, or do you feel like it could have done better?
How do you feel the company has treated you this year? Fairly, poorly, or somewhere in between?
What are your thoughts on your coworkers? Do you feel like you have a good working relationship with them, or could it be improved?
Is there anything else you would like to discuss?
Annual Performance Review
A simple template to help managers conduct annual performance evaluations with their reports. Works well on its own as an annual routine, or, as a supplement to our “Quarterly Performance Review” and/or “Mid-Year Performance Review” templates.
View template Probationary Performance Review
How do you feel you have performed since your last review?
Have you met or exceeded the expectations set for you?
What do you feel you have done well?
What do you feel you could improve upon?
Have you received any feedback from your team or customers?
What have you done to address any areas of improvement identified?
What challenges or opportunities have you faced since your last review?
How have you handled them?
What changes or challenges do you anticipate in the coming period?
What do you feel you need to do to continue to be successful in your role?
Probationary Performance Review
This review template is intended to be used at the end of an employee’s probationary period to assess their feelings towards their growth and progress over the course of the probation.
View template Performance Review Template for Managers New to a Team
When did you start working with the company?
What are your current job responsibilities?
How have you performed so far in your current role?
How can you improve your performance in your current role?
What training or development opportunities would help the employee improve their performance in their current role?
What are your strengths and weaknesses?
What are your goals?
What are your career aspirations?
Performance Review Template for Managers New to a Team
This template is designed for a manager who may be new to a team, or perhaps a manager who's receiving a new team member from within the company. Either way, you can use this template to easily get to know an employee that you may be less familiar with but has a history at the company.
View template Employee Promotion Performance Review
Tell me about your experience with [specific job responsibility].
What have you found to be the most difficult part of [specific job responsibility]?
How do you go about tackling challenges with [specific job responsibility]?
Can you give me a specific example of a time when you had to deal with a difficult situation with [specific job responsibility]?
What do you think is the key to success with [specific job responsibility]?
What strategies do you use to stay organized and keep on top of your work with [specific job responsibility]?
Can you think of a time when you had to go above and beyond the call of duty with [specific job responsibility]?
What do you think sets you apart from other employees when it comes to [specific job responsibility]?
What are your long-term career aspirations with regards to [specific job responsibility]?
Do you have any questions for me about the position or the company?
Employee Promotion Performance Review
If an employee wishes to pursue a promotion, this is a helpful conversation to begin the assessment. Open up the conversation to show support and allow them to sell you on their strengths.
View template Employee Transfer Performance Review
How long have you been in your current role?
What are your primary responsibilities in your current role?
What are your biggest accomplishments in your current role?
What challenges have you faced in your current role?
How do you feel you have grown professionally in your current role?
What are your goals for your next role?
What do you feel you could improve upon in your next role?
What are your plans for your next role?
What are your goals for your career?
What is your ideal next role?
Employee Transfer Performance Review
Making a lateral change is never easy, if an employee wishes to pursue an internal transfer, this template can assist any manager in supporting an employee through this process.
View template Impromptu Performance Review
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?
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!
View template Exit Interview Performance Review
What are the main reasons you are leaving the company?
How do you feel about your performance during your time with the company?
What do you feel the company could have done better to support your career development?
What are your thoughts on the company's overall performance?
What do you believe are the company's strengths and weaknesses?
What are your suggestions for improving the company's performance?
What do you think about the company's culture and values?
Do you have any suggestions for how the company could improve its communication and collaboration?
What do you think about the company's leadership?
Do you have any other suggestions or feedback for the company?
Exit Interview Performance Review
Anytime an employee leaves an organization, it’s important to run what’s known as an “exit interview.” This can be a fantastic be a way to send off an employee on a positive note, regardless of why they may be leaving, as well as an invaluable opportunity to collect feedback for future improvements internally.
View template Team Meetings
Sprint Retrospective
Temperature check
What went well?
What didn't go well
How could we do better next time?
Shout-outs
Sprint Retrospective
This template is intended to be held with the entire team at the end of each sprint.
View template Kim Scott’s Team Meeting from Radical Candor Podcast
Learn: review key metrics
Listen: put updates in a shared document
Clarify: identify key decisions & debates
Kim Scott’s Team Meeting from Radical Candor Podcast
This template provides a foundation for efficient, weekly team meetings that any manager can pick up and start using immediately.
View template Quick Daily Team Standup
What did you accomplish yesterday?
What will you do today?
What’s slowing you down?
Quick Daily Team Standup
This template is designed to help teams meet quickly to tee up their day as a group. This is especially helpful for non-centralized teams to identify areas of collaboration on a daily basis.
View template Weekly Engineering Team Meeting
Announcements from around the company and about our team
Recent Wins
Show and tell
Team discussions: issues, challenges, decisions, or other talking points for the group
Weekly Engineering Team Meeting
A simple template to help engineering teams recap their week and tee up the upcoming week.
View template Project Retrospective Meeting
Quick project review: Original project purpose, commitments, achievements, and what got delivered
Hits: what were some successes, learnings, and positive outcomes this project?
Misses: what didn’t go according to plan?
What did we learn?
How could we do better next time?
Shout-outs: Who went above and beyond?
Project Retrospective Meeting
Use this template when a project, big or small, comes to a close to extract valuable learnings while their fresh and improve future projects.
View template Leadership Team Meeting
Company updates: News and announcements
Wins: Share recent victories and positive news from your teams
Goals and metrics review: How are we performing against our goals and targets? How are we feeling about the next few weeks?
Roadblocks: What challenges are we facing that need to be addressed?
Cross-departmental feedback: How can our teams we work and collaborate together more effectively?
Leadership Team Meeting
Leadership teams can use this collaborative meeting structure to help them facilitate effective leadership team meetings.
View template Weekly Team Meeting
Team updates, news and announcements
Wins & Shoutouts
Goals and metrics review: How are we performing against our goals and targets? How are we feeling about the next few weeks?
Roadblocks: What challenges are we facing that need to be addressed?
Weekly Team Meeting
A simple, straightforward way for any manager to quickly wrap up a team’s week.
View template Onboarding
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 Probationary Performance Review
How do you feel you have performed since your last review?
Have you met or exceeded the expectations set for you?
What do you feel you have done well?
What do you feel you could improve upon?
Have you received any feedback from your team or customers?
What have you done to address any areas of improvement identified?
What challenges or opportunities have you faced since your last review?
How have you handled them?
What changes or challenges do you anticipate in the coming period?
What do you feel you need to do to continue to be successful in your role?
Probationary Performance Review
This review template is intended to be used at the end of an employee’s probationary period to assess their feelings towards their growth and progress over the course of the probation.
View template Performance
Performance-Oriented 1-on-1
What goals are you currently focused on?
How have things progressed since we last spoke?
Is anything standing in the way of success? What can we do to overcome these obstacles
What recent accomplishments are you proud of that people don’t know about?
Do you feel you’re growing toward where you want to be?
Are there any new goals we should be working towards?
What needs to be done next, and what can we commit to before our next meeting?
What other decisions need to be resolved?
Performance-Oriented 1-on-1
A fantastic, conversational substitute to more traditional, structured performance reviews. Use this template to create constructive conversations with your team members around their performance.
View template Monthly Priority Assessment and Alignment
Let’s define your priorities for the next month.
How do each of your goals align with our team’s goals?
In addition to your team-oriented goals, do you have any personal development goals?
Does anything feel harder than it should? Is there anything slowing you down or side-tracking you (e.g. technology, tools, colleagues, meetings, disorganization, skills gaps, etc)? How can I help?
Is there anything you’re not looking forward to or avoiding doing? How can I help?
Monthly Priority Assessment and Alignment
This template is designed to create, maintain or reorient focus.
View template Quarterly Strengths Discussion
What are your greatest strengths?
Are any of your greatest strengths being under-utilized?
How can we utilize them better?
How can we develop them further into super-strengths?
What are the areas/skills you don’t feel as strong in?
Of the ones you have a want/need to improve upon (core or critical to your role), how can we improve upon them?
Of the ones you don’t have a want/need to improve upon, how can we mitigate their impact and keep you focused on your strengths?
Quarterly Strengths Discussion
Use this template to discuss the strengths and weaknesses of your team members. Discover better ways to leverage their strengths and interested, mitigating the potential negative impact of their weaknesses, and develop them in a way that gets them excited.
View template Quarterly Goal Review
Where did we find success?
What are you proudest of?
Where did we fall short?
What did we learn?
What do you want to accomplish in the next quarter?
How will you measure the success of those goals?
What are the next steps towards achieving those goals?
What could happen that would prevent you from hitting your goals?
What can I do to support you and how can I be a better manager for you?
Quarterly Goal Review
This template is designed to help managers and their reports assess past goals and plan for future goals in a collaborative way.
View template Re-defining Role and Responsibilities
Is this what you expected when you took the job? If not, which aspects are different?
How do you feel about the way you allocate your time? Has it changed since you started your job?
Are we making the most of your strengths? How could we put them to better use?
Is there anything you're not doing which would improve your team's performance?
Are there any undesirable tasks that you can simplify, automate, delegate or drop altogether?
What could we do to make this your dream job?
Re-defining Role and Responsibilities
If you have a team member that doesn’t seem to be satisfied with the scope of their role, this template can help you explore that with them and discover a way to improve the situation for everyone.
View template Assessing your approach to feedback and development
How does our current feedback system work for you?
Should anything change to improve it? What would you do differently?
What actions need to take place to make that a reality?
When should we revisit these changes and how should we judge whether or not they’ve had a positive impact?
Assessing your approach to feedback and development
Managers that wish to leverage team member feedback in their self development should utilize this template with this team members either as individuals during 1-on-1s or in a group setting.
View template Quarterly Performance Review
How do you think you performed this quarter? Overall, are you satisfied with your performance?
What are some things you did well this quarter?
What are some areas you would like to improve upon next quarter?
What are some goals you have for next quarter?
What are some things your manager can do to help you improve your performance?
Are there any training or development opportunities you would like to pursue?
What do you think are your strengths and weaknesses?
How do you think your team contributed to your success or failure this quarter?
What do you think you could have done better to help your team this quarter?
Is there anything else you would like to discuss about your performance this quarter?
Quarterly Performance Review
A simple template to get any manager to start having great, conversational performance reviews with their team members.
View template Mid-Year Performance Review
What are your thoughts on your performance so far this year?
What do you feel you've done well and what could you have done better?
What are your goals for the remainder of the year?
What challenges do you anticipate facing?
What do you feel you need to work on most in order to improve your performance?
What can we do to help you achieve your goals?
What resources do you feel you need in order to be successful?
What do you feel are your strengths and weaknesses?
What do you feel are your most important accomplishments so far this year?
Mid-Year Performance Review
A mid-year check-point template to help managers have constructive performance-based conversations their direct reports. Works well on its own as a semi-annual routine, or, as a supplement to our “Quarterly Performance Review” template.
View template Annual Performance Review
What are your thoughts on your job performance this year? Are you happy with how you've progressed, or do you feel like you could have done better?
How do you feel you've contributed to the team/company this year? What are some things you're proud of?
What do you feel you could have done better this year? Is there anything you would have liked to have accomplished but didn't?
What are your goals for next year? What do you hope to achieve?
What do you feel are your strengths? Where do you feel you excel?
What do you feel are your weaknesses? Where do you feel you need to improve?
What are your thoughts on the company's performance this year? Are you happy with its progress, or do you feel like it could have done better?
How do you feel the company has treated you this year? Fairly, poorly, or somewhere in between?
What are your thoughts on your coworkers? Do you feel like you have a good working relationship with them, or could it be improved?
Is there anything else you would like to discuss?
Annual Performance Review
A simple template to help managers conduct annual performance evaluations with their reports. Works well on its own as an annual routine, or, as a supplement to our “Quarterly Performance Review” and/or “Mid-Year Performance Review” templates.
View template Probationary Performance Review
How do you feel you have performed since your last review?
Have you met or exceeded the expectations set for you?
What do you feel you have done well?
What do you feel you could improve upon?
Have you received any feedback from your team or customers?
What have you done to address any areas of improvement identified?
What challenges or opportunities have you faced since your last review?
How have you handled them?
What changes or challenges do you anticipate in the coming period?
What do you feel you need to do to continue to be successful in your role?
Probationary Performance Review
This review template is intended to be used at the end of an employee’s probationary period to assess their feelings towards their growth and progress over the course of the probation.
View template Performance Review Template for Managers New to a Team
When did you start working with the company?
What are your current job responsibilities?
How have you performed so far in your current role?
How can you improve your performance in your current role?
What training or development opportunities would help the employee improve their performance in their current role?
What are your strengths and weaknesses?
What are your goals?
What are your career aspirations?
Performance Review Template for Managers New to a Team
This template is designed for a manager who may be new to a team, or perhaps a manager who's receiving a new team member from within the company. Either way, you can use this template to easily get to know an employee that you may be less familiar with but has a history at the company.
View template Employee Promotion Performance Review
Tell me about your experience with [specific job responsibility].
What have you found to be the most difficult part of [specific job responsibility]?
How do you go about tackling challenges with [specific job responsibility]?
Can you give me a specific example of a time when you had to deal with a difficult situation with [specific job responsibility]?
What do you think is the key to success with [specific job responsibility]?
What strategies do you use to stay organized and keep on top of your work with [specific job responsibility]?
Can you think of a time when you had to go above and beyond the call of duty with [specific job responsibility]?
What do you think sets you apart from other employees when it comes to [specific job responsibility]?
What are your long-term career aspirations with regards to [specific job responsibility]?
Do you have any questions for me about the position or the company?
Employee Promotion Performance Review
If an employee wishes to pursue a promotion, this is a helpful conversation to begin the assessment. Open up the conversation to show support and allow them to sell you on their strengths.
View template Employee Transfer Performance Review
How long have you been in your current role?
What are your primary responsibilities in your current role?
What are your biggest accomplishments in your current role?
What challenges have you faced in your current role?
How do you feel you have grown professionally in your current role?
What are your goals for your next role?
What do you feel you could improve upon in your next role?
What are your plans for your next role?
What are your goals for your career?
What is your ideal next role?
Employee Transfer Performance Review
Making a lateral change is never easy, if an employee wishes to pursue an internal transfer, this template can assist any manager in supporting an employee through this process.
View template Impromptu Performance Review
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?
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!
View template Exit Interview Performance Review
What are the main reasons you are leaving the company?
How do you feel about your performance during your time with the company?
What do you feel the company could have done better to support your career development?
What are your thoughts on the company's overall performance?
What do you believe are the company's strengths and weaknesses?
What are your suggestions for improving the company's performance?
What do you think about the company's culture and values?
Do you have any suggestions for how the company could improve its communication and collaboration?
What do you think about the company's leadership?
Do you have any other suggestions or feedback for the company?
Exit Interview Performance Review
Anytime an employee leaves an organization, it’s important to run what’s known as an “exit interview.” This can be a fantastic be a way to send off an employee on a positive note, regardless of why they may be leaving, as well as an invaluable opportunity to collect feedback for future improvements internally.
View template Agile
Quick Daily Team Standup
What did you accomplish yesterday?
What will you do today?
What’s slowing you down?
Quick Daily Team Standup
This template is designed to help teams meet quickly to tee up their day as a group. This is especially helpful for non-centralized teams to identify areas of collaboration on a daily basis.
View template Project Retrospective Meeting
Quick project review: Original project purpose, commitments, achievements, and what got delivered
Hits: what were some successes, learnings, and positive outcomes this project?
Misses: what didn’t go according to plan?
What did we learn?
How could we do better next time?
Shout-outs: Who went above and beyond?
Project Retrospective Meeting
Use this template when a project, big or small, comes to a close to extract valuable learnings while their fresh and improve future projects.
View template Scrum
Sprint Retrospective
Temperature check
What went well?
What didn't go well
How could we do better next time?
Shout-outs
Sprint Retrospective
This template is intended to be held with the entire team at the end of each sprint.
View template Weekly Engineering Team Meeting
Announcements from around the company and about our team
Recent Wins
Show and tell
Team discussions: issues, challenges, decisions, or other talking points for the group
Weekly Engineering Team Meeting
A simple template to help engineering teams recap their week and tee up the upcoming week.
View template Specific Situations
Performance Review Template for Managers New to a Team
When did you start working with the company?
What are your current job responsibilities?
How have you performed so far in your current role?
How can you improve your performance in your current role?
What training or development opportunities would help the employee improve their performance in their current role?
What are your strengths and weaknesses?
What are your goals?
What are your career aspirations?
Performance Review Template for Managers New to a Team
This template is designed for a manager who may be new to a team, or perhaps a manager who's receiving a new team member from within the company. Either way, you can use this template to easily get to know an employee that you may be less familiar with but has a history at the company.
View template Employee Promotion Performance Review
Tell me about your experience with [specific job responsibility].
What have you found to be the most difficult part of [specific job responsibility]?
How do you go about tackling challenges with [specific job responsibility]?
Can you give me a specific example of a time when you had to deal with a difficult situation with [specific job responsibility]?
What do you think is the key to success with [specific job responsibility]?
What strategies do you use to stay organized and keep on top of your work with [specific job responsibility]?
Can you think of a time when you had to go above and beyond the call of duty with [specific job responsibility]?
What do you think sets you apart from other employees when it comes to [specific job responsibility]?
What are your long-term career aspirations with regards to [specific job responsibility]?
Do you have any questions for me about the position or the company?
Employee Promotion Performance Review
If an employee wishes to pursue a promotion, this is a helpful conversation to begin the assessment. Open up the conversation to show support and allow them to sell you on their strengths.
View template Employee Transfer Performance Review
How long have you been in your current role?
What are your primary responsibilities in your current role?
What are your biggest accomplishments in your current role?
What challenges have you faced in your current role?
How do you feel you have grown professionally in your current role?
What are your goals for your next role?
What do you feel you could improve upon in your next role?
What are your plans for your next role?
What are your goals for your career?
What is your ideal next role?
Employee Transfer Performance Review
Making a lateral change is never easy, if an employee wishes to pursue an internal transfer, this template can assist any manager in supporting an employee through this process.
View template Exit Interview Performance Review
What are the main reasons you are leaving the company?
How do you feel about your performance during your time with the company?
What do you feel the company could have done better to support your career development?
What are your thoughts on the company's overall performance?
What do you believe are the company's strengths and weaknesses?
What are your suggestions for improving the company's performance?
What do you think about the company's culture and values?
Do you have any suggestions for how the company could improve its communication and collaboration?
What do you think about the company's leadership?
Do you have any other suggestions or feedback for the company?
Exit Interview Performance Review
Anytime an employee leaves an organization, it’s important to run what’s known as an “exit interview.” This can be a fantastic be a way to send off an employee on a positive note, regardless of why they may be leaving, as well as an invaluable opportunity to collect feedback for future improvements internally.
View template