One-to-one meetings between line managers and their team members provide incredibly useful platforms to monitor employee happiness, engagement and motivation. They provide an open dialogue, allowing staff members to offer feedback and voice any concerns they may have to management. 

The main benefits of one-to-one meetings include:

  • Open communication between managers and team members

  • Trust and rapport building

  • Effective expectation management

  • Improved employee engagement and motivation

  • Identification of challenges and support needs

  • Increased staff retention and loyalty

For new managers, it can be tricky to know what to ask team members when appraisal periods come round and it’s time for one-to-one meetings; particularly if this isn’t a refined process within your organisation.

Don’t worry though - the team at Make Venues have put together this article to give you the inspiration you need to take into your next round of one-to-one meetings. Are you looking for questions to help monitor your team’s progress? Maybe you’re trying to assess whether your team is happy at work? We’ve covered all bases for you - check out our one-to-one questions for managers below:

Progress and Performance Questions

As a manager, it's crucial for you to stay tuned in to how your team members are progressing and performing. These questions delve into the nitty-gritty of their journey, from milestones achieved to hurdles faced. By regularly checking in on progress and performance, you not only ensure tasks are on track but also provide support where needed and celebrate successes together.

 

  • How do you feel about your progress since our last meeting?

  • Are there any roadblocks hindering your progress?

  • Can you share any achievements or milestones you've reached recently?

  • What steps have you taken to overcome any challenges you've encountered?

  • Are there any specific metrics or KPIs you'd like to discuss regarding your performance?

  • How can we measure your progress more effectively?

Alignment and Goal-Focussed Questions

Making sure that your team members are all singing from the same hymn sheet is crucial to meeting wider organisational goals. These questions aim to keep your team members on track with their individual objectives, whilst also ensuring they understand the part they play within the bigger picture. 

 

Clarity on individual goals and how they intertwine with team or company objectives is key for personal progress as well as the growth of the company. These questions will hopefully get all team members pulling in the right direction:

 

  • Are you clear on your current objectives and goals?

  • Do you have any personal goals that you would like help to achieve?

  • Do you think there is anything we can do to better align your work with our team's goals?

  • Have there been any changes in priorities or goals that you feel need clarification?

  • Are there any potential conflicts or overlaps between your goals and those of other team members?

  • Do you understand how achieving your goals contributes to the overall success of the team or organisation?

Development and Learning Questions

Growth doesn't happen in isolation; it's nurtured through continuous learning and development. These questions are designed to foster a culture of growth within your team by honing in on individual progress and aspirations. From identifying areas of improvement to mapping out long-term development goals, paving the way for personal and professional advancement.

 

  • What skills or areas do you feel you've improved in since our last meeting?

  • Are there any specific areas where you'd like to receive more support or training?

  • Do you have any feedback on the effectiveness of our current development plans?

  • Have you had any opportunities to apply new skills or knowledge in your work recently?

  • Are there any upcoming projects or tasks where you feel you could benefit from additional training or support?

  • What are your long-term development goals, and how can we work towards them together?

Feedback and Recognition Questions

Feedback and recognition is the fuel that drives employee motivation and a positive team morale. As a line manager, by actively seeking feedback and acknowledging contributions, you not only foster a culture of open communication but also bolster team happiness and performance. 

 

  • Is there any feedback you'd like to share about your work or the team's dynamics?

  • Are there any colleagues whose contributions you'd like to recognise or appreciate?

  • How can I better support and recognise your efforts in the team?

  • Is there any feedback you've received from colleagues or clients that you'd like to discuss?

  • Are there specific areas where you feel you've made significant improvements since our last meeting?

  • How do you prefer to receive feedback, and is there anything I can do to support your growth through feedback?

Challenges and Support Questions

All employees are going to encounter challenges within their day-to-day work. While some challenges may be more significant than others, collaborating with your team to address any issues they encounter can lead to effective solutions, an increased employee satisfaction and productivity.

 

  • Are you facing any challenges or difficulties in your work?

  • How can I or the team provide better support to overcome these challenges?

  • Do you feel you have the resources and tools necessary to succeed in your role?

  • Have there been any changes in your workload or responsibilities that you're finding particularly challenging?

  • Are there any resources or tools you believe would help you overcome your current challenges more effectively?

  • How can we adjust your responsibilities or workflow to better support your success?

Employee Well-Being Questions

In the majority of job roles, there are inevitably moments when work becomes overwhelming. Sometimes, we may not even realise the added stress and pressure that come with increased responsibilities, affecting both mood and job performance. As a manager, it’s vital to communicate to your team that they are valued and you are there to support their well-being at work. Here are some questions to help you do just that:

 

  • How are you managing your workload and maintaining a healthy work-life balance?

  • Is there anything impacting your well-being or productivity that you'd like to discuss?

  • Are there any adjustments we can make to support your well-being better?

  • Are there any aspects of your work or work environment that are impacting your overall well-being negatively?

  • Have you been able to maintain a healthy work-life balance recently, and if not, what barriers are you facing?

  • How can we promote a healthier work-life balance for you and the team moving forward?

Career Progression Questions

To complete our list of essential one-to-one meeting questions for managers, we’ve got some questions that focus on understanding the career aspirations of your team. This way, you can guide them toward the steps needed to achieve their goals, and maybe event that next promotion.

 

  • Where do you see yourself in your career trajectory, and how can I help you get there?

  • Are there any new responsibilities or projects you're interested in taking on?

  • How can we ensure your role continues to align with your career aspirations?

  • Are there any opportunities for advancement or professional growth you're interested in pursuing?

  • Have you considered any new career paths or roles within the organisation?

  • How can I assist you in identifying and pursuing opportunities for career development?

Switch Up Your Environment For One-to-One Meetings

For your next period of one-to-one meetings, you might want to consider switching up the venue. Getting away from the normal office environment and holding one-to-ones in a neutral, fresh location can help to create a comfortable and positive atmosphere throughout the meeting. 

 

Shaking things up like this can make an appraisal feel less like a routine and more like a meaningful conversation, and that’s important for helping employees to feel heard and valued within the organisation.

Book Modern Meeting Rooms and Corporate Spaces With Make Venues

At Make Venues, we pride ourselves on offering modern and innovative meetings rooms and corporate event spaces across London, Bristol, and Leamington Spa. Our meeting rooms have all you could possibly need for a one-to-one meeting, including a range of fantastic amenities and catering options to elevate your next appraisal period. 


Contact our dedicated customer service team for more information about Woodland Grange, Broadway House, and Engineer’s House and book a meeting space today.