What to Discuss with Your Manager in a One-on-One

One-on-one meetings are one of the most powerful tools in a leader’s arsenal—but only when used effectively. For high-performing teams, especially in mid-sized companies with 40–70 employees, these meetings are essential for driving alignment, boosting morale, and achieving team goals.

But here’s the big question: what should you actually talk about during these meetings to make them truly productive?

In this guide, we’ll break down the six key areas every manager and team member should cover in a one-on-one. Whether you’re a team lead or a C-suite executive, these insights will help you foster better communication, drive performance, and build a stronger, more aligned team.

And if you’re ready to bring more structure and purpose to your meetings, check out our free meeting templates at meetingforgoals.com/meeting_templates or sign up today at app.meetingforgoals.com/TenantRegistration/Register.

I. Introduction

In the fast-paced world of mid-sized companies, alignment and agility are everything. One-on-one meetings offer a rare window for uninterrupted, meaningful conversation between managers and their team members.

They go beyond daily check-ins. These meetings are where feedback is exchanged, goals are realigned, and challenges are addressed before they become problems.

For senior leaders—Directors, VPs, and C-suite executives—making these meetings intentional and structured is crucial. Done right, they can uncover hidden issues, unlock potential, and keep everyone focused on what matters most.

That’s where Meeting For Goals comes in. Our platform helps teams have shorter, more focused meetings that are directly tied to company objectives.

From agenda planning to tracking action items, we make sure every meeting is impactful.

Let’s dive into what you should be discussing in your one-on-ones to make them truly count.

II. Setting the Tone for Open Communication

Before you jump into metrics or performance reviews, it’s important to create the right environment. One-on-ones should feel like a safe space—not a performance review.

How to Approach a One-on-One with the Right Mindset

Think of these meetings as a partnership. Managers should act as coaches, not just supervisors. Employees should feel empowered to speak up, ask questions, and share ideas.

Both sides should come prepared. This means bringing updates, questions, and topics to discuss. When both parties are engaged, the conversation becomes more valuable.

Creating a Safe Space for Honest Discussion

Psychological safety is key. People need to feel comfortable sharing concerns, suggesting ideas, and even admitting mistakes.

Managers can foster this by:

• Asking open-ended questions
• Listening without interrupting
• Showing empathy and appreciation
• Following through on promises

Meeting For Goals makes it easy for both parties to contribute to the agenda ahead of time. This way, nothing important gets left out, and both voices are heard.

Encouraging Regular Feedback From Both Sides

Feedback shouldn’t be a one-way street. Employees should feel comfortable giving feedback too—on leadership, team dynamics, and company processes.

This kind of open dialogue helps leaders grow and teams improve. Tools like Meeting For Goals let you document and revisit feedback over time, creating a loop of continuous improvement.

Want to build a culture of trust and transparency? Start with your one-on-ones.

III. Discussing Performance and Development Goals

One-on-ones are the perfect time to talk about performance and growth. These conversations help individuals stay on track and feel supported in their development.

Reviewing Current Performance Metrics

Start by looking at relevant KPIs. This could include:

• Sales numbers
• Project completion rates
• Customer satisfaction scores

But don’t just focus on the numbers. Use them as a springboard for deeper conversation. Ask questions like:

• What are you proud of this month?
• Where do you think you could improve?
• What support would help you perform better?

Meeting For Goals allows you to track metrics over time, so you can spot trends and celebrate wins consistently.

Setting and Revisiting Personal and Team Goals

Goal-setting isn’t a one-and-done task. Use your one-on-ones to revisit goals, assess progress, and realign as needed.

Encourage team members to set SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound. When goals are documented in Meeting For Goals, it becomes easier to follow up and stay accountable.

Need help setting better goals? Check out our free meeting templates at meetingforgoals.com/meeting_templates.

Identifying Opportunities for Professional Development

Growth matters. Employees want to feel like they’re advancing—not just clocking in and out.

Use your one-on-ones to explore development opportunities like:

• Training or certifications
• Cross-functional projects
• Mentorship programs
• Leadership roles

Ask what skills they want to build and where they see their career heading. Then, create a development plan together. Meeting For Goals helps you track and revisit these plans regularly.

According to a Gallup study, employees who have regular development conversations are 3.5 times more likely to be engaged at work. That’s a huge impact from a simple meeting.

IV. Addressing Challenges and Roadblocks

Every team faces obstacles. One-on-ones are the best place to surface and solve them before they escalate.

Encouraging the Sharing of Workplace Challenges

Start by asking open-ended questions like:

• What’s been difficult for you recently?
• Are there any blockers holding you back?
• Is anything affecting your motivation or focus?

Some people might hesitate to bring up problems. That’s why it’s so important to normalize these conversations and respond with empathy—not judgment.

Strategies for Soliciting Support and Resources

Once a challenge is identified, move into problem-solving mode. Ask how you can help:

• Do they need more time?
• Could a process be improved?
• Is there a tool that would make their job easier?

Your job as a leader is to remove roadblocks—not just acknowledge them.

Meeting For Goals lets you capture these challenges and assign action items, so nothing falls through the cracks.

Discussing Solutions Collaboratively

The best solutions often come from the people closest to the problem. Encourage your team members to propose ideas and be part of the decision-making process.

For example, if someone is overwhelmed, maybe tasks can be reprioritized or delegated. Document these solutions in Meeting For Goals and follow up in future meetings to assess progress.

This collaborative approach builds trust and leads to better outcomes.

V. Alignment with Company Objectives and Team Dynamics

When individual work aligns with company goals, everyone wins. One-on-ones are a great place to reinforce this connection.

Understanding How Individual Roles Contribute to Larger Company Goals

Help your team see the bigger picture. Explain how their work ties into broader goals—whether it’s revenue growth, customer success, or innovation.

This gives people a sense of purpose and helps them prioritize.

Meeting For Goals makes it easy to link personal goals to company OKRs (Objectives and Key Results), so alignment is always clear and measurable.

Exploring Team Dynamics and Collaboration Opportunities

Team dynamics can make or break productivity. Use one-on-ones to check in on collaboration.

Ask:

• How are things going with the team?
• Are there any communication issues?
• Is there anyone you’d like to work with more closely?

These conversations can uncover small issues before they become big ones. They also help identify opportunities for cross-functional collaboration.

Addressing Concerns Around Team Performance or Morale

Morale matters. If your team is burned out or disengaged, it will show in the results.

Use your one-on-ones to check the pulse. Ask:

• How are you feeling about work lately?
• What’s been energizing you—or draining you?
• Are there any team issues you think I should know about?

Meeting For Goals helps you track these insights and follow up, so you can take action when needed.

VI. Conclusion

One-on-ones aren’t just another meeting—they’re your secret weapon for building high-performing teams.

Here’s a quick recap of what to cover:

• Set the tone for open, honest communication
• Review performance and development goals
• Surface and solve challenges together
• Align individual work with company objectives
• Strengthen team dynamics and morale

The key is consistency. When you have regular, structured one-on-ones, you build trust, improve performance, and keep everyone moving in the same direction.

And with Meeting For Goals, you don’t have to do it all manually. Our platform helps you plan agendas, track progress, and stay aligned with company goals—so every meeting drives results.

Ready to transform your meetings? Sign up today at app.meetingforgoals.com/TenantRegistration/Register and start using our proven tools to make your one-on-ones more effective.

Want to explore more ways to improve your meetings? Visit meetingforgoals.com for expert tips, templates, and tools.

By applying the strategies in this guide and using Meeting For Goals, your team can turn routine check-ins into powerful conversations that actually move the needle.

For more insights on how to lead high-performing teams, see this article from Harvard Business Review on The Art of the One-on-One Meeting.

And if you’re curious about how psychological safety impacts team performance, check out this in-depth research from Google’s Project Aristotle: Google’s Project Aristotle.

The bottom line? One-on-ones are your opportunity to lead with clarity, empathy, and purpose. Make them count.