23 Smart One-On-One Questions to Ask Your Manager

If you want to succeed in your career, one-on-one meetings with your manager are necessary. These meetings allow you to discuss your progress, ask questions, and get feedback. To make one-to-one meetings productive, come prepared with questions and have an objective. This blog post will outline five main goals for a productive one-on-one meeting with your manager and some critical questions you should ask.

What are one-on-one meetings, and why are they critical for your career development?

One-on-one meetings with your manager allow you to discuss your progress and get feedback. They are also a time to ask your manager questions about your job or career. One-on-ones with your manager are critical for your career development because they allow you to:

• Build a relationship with your boss
• Get feedback on your progress and discuss any challenges you are facing
• Ask for advice and guidance on your career goals
• Get support from your manager in achieving your goals

How do you prepare for a one-on-one meeting with your manager?

To prepare for a one-on-one meeting with your manager, you should:

• Review the goals you set for yourself at the last one-on-one meeting
• Think about the progress you have made towards these goals and any challenges you have faced
• Come up with questions or topics you want to discuss with your manager

Five Main Objectives for a Productive One-On-One Meeting

The four objectives for a productive one-on-one meeting with your manager are to:

1. Status update – how are you performing to your goals and objectives?
2. Growth – what projects do you want to work on or get more involved with?
3. Motivation – what needs to change to make you happier at work?
4. Communication – where is communication failing, and how can it be fixed?
5. Work – what is getting in your way of doing your best work?

23 Questions to Ask Your Manager During a One-On-One Meeting

1. What am I doing well, and why?
2. What do I need to improve? Why is that important, and how do I get started?
3. What should I stop doing?
4. Which skills should I improve to do better in my job?
5. What skills do I need to develop for career growth?
6. What responsibilities can I take over for career development or network building?
7. What is the one thing I am doing that is holding me back?
8. What are my blind spots?
9. Who should I develop a better working relationship with? Can you facilitate an introduction or co-working opportunity?
10. What are your top priorities?
11. Looking at my to-do list, have I prioritized it correctly?
12. What can I do to help the team?
13. What are the most important areas I need to master to get promoted here?
14. What skills gaps do you currently see I have?
15. What are key habits you feel I need to be more successful?
16. What would make you feel ready to advocate for me?
17. What parts of my work are most important for you to be updated on often?
18. Where do you trust my work so I can be more autonomous?
19. What causes you to feel stressed about my work?
20. What actions do I take that give you confidence in my work?
21. I want to build a plan for my development. What do you see as important steps for me?
22. How does my work align with our company’s goals?
23. What do you think we can both do for next time based on what we talked about?

How to Format Your One-To-One Meeting

One-on-one meetings with your manager can take different formats, depending on what you need to discuss. Some managers want the employee to set the meeting, and others will set it for you. If your manager has you set the format, here are some of the most common formats:

1. The agenda format one-on-one – In this format, you and your manager agree on a list of topics to discuss ahead of time. This is a good format for discussing specific goals or progress updates.
2. The open-ended format one-on-one – In this format, you and your manager just chat about whatever is on your mind. This is a good format for general catch-ups or when you have no specific questions.
3. The problem-solving format one-on-one – In this format, you and your manager work together to solve a specific problem you are facing. This is a good format for addressing specific issues or challenges you are having at work.

The most important thing is to be clear about what you want to achieve during your one-on-one meeting and to stick to the agenda. If you get off track, bring the discussion back to the agenda.

To format your one-on-one meeting with your manager, choose the type of meeting that will work best for the topic you want to discuss. Then, follow these steps:

1. State the objective of the one-on-one. For example: “Today, I’d like to discuss my progress towards my goal of obtaining a promotion.”
2. Then, discuss each item on the agenda one at a time. For example: “I achieved X goal last month, and I am on track to achieve Y goal this month.”
3. End the meeting by summarizing what was discussed and stating any next steps to be taken. For example: “So we agreed that I will continue working on X goal and update you next month on my progress.”

Tips for Making the Most of Your One-On-Ones

One-on-ones with your manager can be a valuable opportunity to get feedback, discuss projects, and stay up-to-date on what’s going on at work. However, if you’re unsure what to talk about or how to make the most of your time, it can be easy to let them fall by the wayside. Here are a few tips for making the most of your one-on-ones with your manager:

1. Come prepared for your one-on-one with your manager. Make sure you have a list of questions or topics you want to discuss, and try to develop specific examples or ideas to illustrate what you’re saying.
2. Make them count. Try not to use one-on-ones as an opportunity to vent or complain; use them instead to problem solve and brainstorm solutions.
3. Take advantage of feedback opportunities in your one-on-one. If your manager offers feedback or criticism, take the time to listen and understand what they’re saying.
4. Use your one-on-one with your manager as an opportunity for career growth. Talk to your manager about your goals and aspirations, and ask for advice on how you can achieve them.
5. Follow up after meetings. If you discussed any specific action items during your meeting, follow up afterward and ensure everything is on track.

One-on-ones are a critical part of the communication process between you and your manager. They provide time for employees to update their manager on their progress, ask questions, and discuss any challenges they face. To make the most of these meetings, come prepared with questions or topics to discuss, be respectful and constructive when giving feedback, and follow up after the meeting to ensure everything is on track.