We've all been there: in January, we set ourselves ambitious goals – to exercise more, eat healthier, be more productive. And in the end, we don't achieve them. 😄
At the same time, many employees experience OKRs (according to the "Objectives and Key Results" target-setting method) as just another to-do list gathering dust in a document somewhere.
The true value of OKRs obviously only arises in the exchange – when managers and employees reflect on the objectives together, adjust them and celebrate successes.
Which brings us to the topic: (at best regular) one-on-one discussions on OKRs are the bridge between ambitious goals and real progress.
Whether in a digital or virtual one-on-one meeting, 1-to-1 meetings offer space for feedback and therefore personal development, which is essential in today's working world. And in this article, I'll give you a template and a few tips that you can use in your one-on-one conversation on OKRs to have a productive conversation.
First of all: If you're still unsure about what good one-on-one meetings look like, take a look at our guide: The guide with 6 tips for successful one-on-one meetings.
What you don't want in your appointment is well described in the following picture.
If you follow the tips below, a scenario in which set goals or objectives and key results are almost forgotten is much less likely. But let's start with a template first.
A template for One-on-One Meetings for OKR Goal Setting
The fact that you clicked on this article tells me that you are interested in a template for one-on-one meetings that will help you derive good OKRs.
That's why you'll find a doc template or sample agenda here, which should be a good accompaniment to such a conversation.
You can save the template as a Doc under the actual template, but alternatively also as a PDF or Word document. Simply click on the "Plus" toggle.
👋 Getting started
- How has your day been so far?
- Let's talk about your priorities and goals for the following period.
💡 Brainstorm goals
- How do you see your role with regard to the team's goals?
- What key results do you want to achieve (Key Results)?
- How can we align these with the goals of the team and the company (objectives)?
🎯 Define key results
- What measurable milestones can we use to track progress?
- Are they realistic, but still challenging enough to move us forward?
🛠️ Support & resources
- What do you need to successfully achieve these OKRs?
- Are there any potential obstacles that we should address in advance?
- Let's go through the goals and key results we have outlined again. Are they really clear and achievable for you?
🔚 Conclusion
- What are you most looking forward to in the next quarter?
- Do you have any further questions or concerns?
Download template as printable PDF
Preview: PDF template
If you would like to download the above sample or template as a printable PDF, simply click on the image below. You can then edit or print the template as you wish.
Click image to open ⬇️
Download template as Word document
Preview: One-to-One Meeting Microsoft Word Template
If you would like to download the above sample template as a Word document, simply click on the image below. You can then edit or print the template as you wish.
Click image to open ⬇️
Download template as Google Docs
Preview: Google Docs one-to-one meeting template
If you want to edit the above sample template as Google Docs, simply click on the image below. You can then edit the template flexibly by copying it.
🚸 Attention: You must be logged in to Google to be able to copy (and thus edit) the template in the menu at the top left.
Click image to open ⬇️
As you can see, the main aim of such a one-on-one conversation on the subject of OKRs is to zoom out. This is often very difficult in everyday life, which is why a dedicated block of time is necessary.
By the way, don't be fooled by the agenda: Basically, your goal as a boss should be that your intrinsically motivated employee brings as many topics, goals and ideas to the table as possible.
Now let's move on to some questions that you might need during your OKR meeting.
13 Clever questions for a One-on-One conversation
Sometimes ideas come up in one-to-one goal-setting meetings that go too far. Or challenges are mentioned that make goals seem impossible.
In such situations, it is helpful to have specific questions at hand that open up new perspectives. You will therefore find some questions below that may be useful in the OKR 1-to-1 conversation.
💬 1 to 1 questions for the course of the meeting with employees
- Thank you for sharing this with me. Let me think about it and get back to you, okay?
- Do I have permission to help you with this?
- How willing are you to do what is necessary to change this situation?
- How much control do you have over this situation?
- How do you know that the problem you think you have is actually a problem – how does it show?
- What would you say to a friend who has similar challenges to yours?
- What would be an alternative way of looking at things?
- What would you do if you didn't reach your goal?
- Do you want to solve your problem now? Right now or this month?
- What advice would the wisest person you know give you in your current situation?
- What have you already tried to solve the challenge?
- That's my biggest takeaway from today's session: [...]. What is yours?
And, can you hardly wait to ask these questions in your one-on-one meeting? Very good, I'm glad.
If you would like more creative input, I can recommend our corresponding article: 129 Good One-on-One Meeting Questions (by a Psychologist).
6 practical tips for your OKR meeting
Now, as a supervisor or team lead, you should have a certain structure for the one-on-one OKR conversation with your direct report.
Next, I would like to give you a few tips that will also make your conversation easier.
1. Goal motivation: let a story develop around the OKR
💡 Tip: Ask: "Imagine you tell your team about your success in three months' time – how does this story sound?"
🎯 Why? A story makes goals more vivid and emotionally tangible. It is also more motivating if you can imagine yourself proudly talking about a goal you have achieved later and possibly receiving recognition for it.
2. Goal brainstorming: turn frustration into goals
💡 Tip: If someone finds it difficult to formulate a goal, ask: "What annoys you about your current work?" or "What would make your everyday life much easier?" and derive OKRs from this.
🎯 Why? Some people don't have clear goals – but they know exactly what frustrates them. This reversal helps to formulate concrete OKRs that are really relevant.
3. Goal motivation: Make the OKR personal
💡 Tip: Don't just ask, "What is the goal?", but also, "What will it do for YOU personally if you achieve it?"
🎯 Why? OKRs are often abstract figures. When an employee recognizes the personal benefits (e.g. recognition, less stress, new skills), motivation increases enormously.
4. Goal setting: Set a minimum OKR, not just an ambitious target
💡 Tip: In addition to an ambitious goal, ask: "What is the absolute minimum we have to achieve in any case?"
🎯 Why? Many OKRs fail because they are too big. A clear lower target limit ensures focus and prevents frustration if, in the worst case, none of the targets are achieved.
Of course, you should only ask this question if experience shows that your employee's goals are not being achieved.
5. Goal reflection: use a scale instead of yes/no
💡 Tip: Instead of "Have you reached your OKR?" ask: "On a scale of 1-10, how close do you feel to your goal?" and "What would have to happen to get one level higher?"
🎯 Why? A scale makes progress more tangible and shows small successes that would otherwise go unnoticed. In addition, employees feel less pushed into a "fulfilled/not fulfilled" corner.
This question is of course more suitable for objectives that have no clear, measurable key results defined.
6. Goal achievement: the pre-mortem method
💡 Tip: After the goals have been set, ask: "Suppose the quarter is over and you have NOT reached your OKR – why did this happen?"
🎯 Why? This so-called "pre-mortem" method helps to identify stumbling blocks at an early stage. Most people think in terms of risks rather than opportunities – You can use this to proactively identify problems and derive preventive measures.
“During my 1:1s, it is way too hard to take notes while being focused on the employee.”
"Yes, 1:1 meetings with my employees should be my most important meeting – but I need more guidance for that."
Inspiration: Templates for example OKRs for you as a manager
You are preparing for your one-on-one meeting. I take that as a sign that you take your role as a manager seriously.
In this respect, you can probably also use some inspiration as to which meaningful OKRs you can set yourself as a manager. I have a tip for you – for more measurability of less tangible success factors.
Having spoken to around 100 managers over the last few months, I have noticed a pattern.
Many supervisors occasionally incorporate small surveys into their one-on-one meetings. This means that they simply go through a few questions in a relaxed manner and ask their staff a) whether he or she agrees with a statement (for example from 1 to 7) and then b) why he or she answered in this way.
The managers expect the following from these micro-surveys in 1:1s:
- More variety and engagement in 1-to-1 conversations
- Taking on new perspectives
- Measurability of (soft) KPIs such as satisfaction as OKR over time
And of course you can also use this idea for your regular one-on-one meetings. I have put together five statements for you here that focus on reflecting on important preconditions for every successful employee.
You can also download this template as a doc, but even better is the following: In our one-on-one meeting software, we have an integrated tool that visualizes the results over time as a metric and even gives you tips with an AI assistant – feel free to take a look without logging in using the button below.
⁉️ OKR mood check (agreement from 1-7): Personal development
- "My work tasks usually progress very quickly, even if external feedback is necessary."
- "If I observe suboptimal behavior, I know how I can constructively draw my colleagues' attention to it."
- "I receive constructive Feedback both to my work and to my personal development."
- "I see an attractive career path ahead of me in the company." #Growth
- "In the last few weeks, I have often been able to use my Strengths at work."
This is what this OKR survey looks like in Echometer:
Download template as printable PDF
Preview: PDF template
If you would like to download the above sample or template as a printable PDF, simply click on the image below. You can then edit or print the template as you wish.
Click image to open ⬇️
Download template as Word document
Preview: One-to-One Meeting Microsoft Word Template
If you would like to download the above sample template as a Word document, simply click on the image below. You can then edit or print the template as you wish.
Click image to open ⬇️
Download template as Google Docs
Preview: Google Docs one-to-one meeting template
If you want to edit the above sample template as Google Docs, simply click on the image below. You can then edit the template flexibly by copying it.
🚸 Attention: You must be logged in to Google to be able to copy (and thus edit) the template in the menu at the top left.
Click image to open ⬇️
Download template as Google Sheets
Preview: Google Sheets one-to-one meeting template
If you would like a template for weekly check-ins as an editable Google Sheet, simply click on the image below. You can then edit the template flexibly and print it out, for example.
🚸 Attention: You must be logged in to Google to be able to copy (and thus edit) the template in the menu at the top left.
Click image to open ⬇️
Download template as Excel or XLXS
Preview: Excel or XLSX template
If you would like to download the above template as a printable or editable XLSX, simply click on the image below. Then you can flexibly edit or print the template.
Click image to open ⬇️
As you can see, the statements address key preconditions of staff that feels happy.
Another prerequisite for healthy, productive employees is, of course, a good manager. Yes, I'm talking about you here.
And of course there are also statements that you as a supervisor can take with you to your one-on-one meeting. Specifically, here are 4 behavioral anchors that you can also make part of your quarterly objectives and key results.
⁉️ OKR mood check (agreement from 1-7): Leadership quality
- "I'm really happy with my team leader." #JobSatisfaction
- "My team leader regularly zooms out to see the higher-level Team goalsexplain the strategy and the vision."
- "My team leader questions things in a constructive way." #Feedback #Leadership
- "My team leader sets an example of what he expects from us as a team." #Leadership
This is what this OKR survey looks like in Echometer:
Download template as printable PDF
Preview: PDF template
If you would like to download the above sample or template as a printable PDF, simply click on the image below. You can then edit or print the template as you wish.
Click image to open ⬇️
Download template as Word document
Preview: One-to-One Meeting Microsoft Word Template
If you would like to download the above sample template as a Word document, simply click on the image below. You can then edit or print the template as you wish.
Click image to open ⬇️
Download template as Google Docs
Preview: Google Docs one-to-one meeting template
If you want to edit the above sample template as Google Docs, simply click on the image below. You can then edit the template flexibly by copying it.
🚸 Attention: You must be logged in to Google to be able to copy (and thus edit) the template in the menu at the top left.
Click image to open ⬇️
Download template as Google Sheets
Preview: Google Sheets one-to-one meeting template
If you would like a template for weekly check-ins as an editable Google Sheet, simply click on the image below. You can then edit the template flexibly and print it out, for example.
🚸 Attention: You must be logged in to Google to be able to copy (and thus edit) the template in the menu at the top left.
Click image to open ⬇️
Download template as Excel or XLXS
Preview: Excel or XLSX template
If you would like to download the above template as a printable or editable XLSX, simply click on the image below. Then you can flexibly edit or print the template.
Click image to open ⬇️
15 more Templates for One-on-One Meetings (as Doc, PDF etc.)
You've probably already guessed it. Of course, there are many more templates for one-on-one meetings that you will need sooner or later.
For example, I talk about templates for your one-on-one meeting about salary, your conversation with a difficult employee or with a completely new employee.
We have additional templates for all of these use cases, which you can find in this article: 15 Free Proven One-on-one Meeting Templates to Edit & Print
Conclusion: Successfully setting goals in 1-to-1 meetings with OKRs
In my experience, the potential of objectives and key results is often not used because the objectives are not made visible regularly enough and have too little to do with the day-to-day work of the teams. I hope the tips and questions in this article will help you as a manager to prevent such a scenario.
But there is one piece of wisdom you must not forget: There are countless questions you can ask – but the most important thing is that you tailor the interview to your employee.
Our AI meeting assistant for one-on-one meetings can also help you with this. If you want to find out more about it, take a look at our website: The best 1-on-1 meeting software.
Most Agile Coaches and Scrum Masters run in circles...
...fixing superficial symptoms. Time to use psychology to foster sustainable mindset change.
