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Is your one-on-one meeting with your boss more like an elevator conversation or deep-sea diving?
Elevator ride scenario: You get in, exchange a few superficial words, and before you know it, you're out again – with no real added value.
But what if you dove deep instead? What if you took the opportunity to gain clarity on priorities, growth and new perspectives? In this article, you'll find clever questions and topics that will turn your next one-on-one meeting with your manager from a must-attend meeting into a real game changer. I even include a few specific agenda templates.
Whether in a face-to-face, remote, 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 provide you with questions for all relevant 1-to-1 meeting topics that you can use in your weekly, bi-weekly or monthly one-on-one meetings to have good conversations. I've even included answers so you have a sense of what to say and discuss in your one-on-one.
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.
3 Basic Tips for the One-on-One Meeting with your Boss
Before I get to the topics, questions and answers that you can ask in your one-on-one meeting with your manager, I would like to give you three essential tips.
1st tip: What does your manager want?
It's great that you're finding inspiration here for topics for your 1-to-1 meeting. But be clear about what your manager wants – namely two things:
- ✅ That you perform
- ✅ That you are satisfied
Ask yourself: What are your biggest blockers regarding these two things? If you address these in your 1-to-1 meeting, it will be valuable. And what if everything is going well? Then your meeting may only last 10 minutes – completely okay!
2nd tip: Clear line – Status update or development meeting?
Not every one-on-one meeting has the same focus. That's why we actively ask the question:
- 💡 "To be sure, I know both scenarios, so I ask: Are these 1-to-1 meetings about an operational status update, my personal development or both?"
When it comes to development, use the time to talk about growth, career paths or challenges – instead of just ticking off to-dos.
3rd tip: Lead upwards – Even your boss is not always prepared
Let's be honest: even managers often come to one-on-one meetings unprepared.
- 👉 But you can control the meeting – by "managing upwards through questions".
- The more clarity you have about your own desired development plan, the better your manager can help you.
Your one-on-one meeting is your career GPS, a regular calibration – but only if you have a plan yourself, ask the right questions and make your one-on-one meetings active!
Use smart questions to set the tone instead of just reacting to issues and queries. That's what this article – is for - we'll come straight to the questions and answers for the conversation with your boss or supervisor.
Hopefully, you already have the same mental model as I do for your meeting. Now let's move on to one-on-one meeting questions that you can ask your boss or supervisor.
8 topics with 40 One-on-One Meeting Questions for your Boss
I have organized the topics or questions you can ask your manager into different categories. These are the 8 topics for your one-on-one meeting with your boss:
- Identifying obstacles and obtaining support
- Clarifying priorities and managing expectations
- Understanding corporate strategy and the bigger picture
- Making constructive suggestions for improvement
- Discuss growth and career opportunities
- Obtain feedback on performance and team role
- Building and strengthening relationships with managers
- Proactively offering help and taking responsibility
Let's start with specific questions you can ask your manager. Don't worry – later we will also come to answers you can give your supervisor. These will help you better anticipate what to say and discuss in your one-on-one meeting.
1. Ask for input and support
💡 Use the one-on-one with your boss to clear obstacles out of the way and get targeted support.
- What stumbling blocks do you see in my current task that I may not yet have on my radar?
- What would your approach be if you were me and had to solve this problem?
- Are there any resources or people who could help me to cope better with this challenge?
- Is there an area in which I can relieve you at the moment while I am learning at the same time?
- Have you ever experienced a similar situation? How did you proceed at the time?
⁉️ Mood check (survey)
2. Ask questions and discuss priorities, create realistic expectations
💡 Create clarity about what really matters – and what can wait.
- What are currently the three most important things I should prioritize?
- Suppose I can only do one thing excellently this week – what would it be?
- Is there anything I am currently doing that is less important than I think?
- Do you feel that my time and energy are allocated to the right tasks?
- Where do you see a discrepancy between my priorities and yours?
⁉️ Mood check (survey)
3. Try to understand the organizational and strategic perspective
💡 Thinking outside the box: how does your work contribute to the bigger picture?
- How is my work directly linked to the company's key objectives?
- What would you say is the biggest challenge for our company in the next 6 months?
- If you had to explain our strategy in one sentence – what would it be?
- How is success measured for our team from a management perspective?
- Are there any changes in the company or the market that I should definitely keep an eye on?
4. name ideas for improvement related to leadership, team & company
💡 Be courageous and contribute constructive ideas – Managers appreciate initiative.
- Are there processes or routines in our team that we could simplify?
- What do you think of the idea of testing XYZ? I think it could increase our efficiency.
- Is there anything you think our team could do differently or better?
- What ideas or suggestions for improvement do you rarely hear – but would like to hear more often?
- How can I help our team work even better together?
⁉️ Mood check (survey)
5. thematize growth opportunities & career opportunities
💡 Turn your 1:1 into a springboard for your personal development.
- Which skills should I specifically develop over the next 6–12 months?
- What roles or projects do you see as sensible next steps for me?
- Are there opportunities for me to get more involved in strategic or company-wide topics?
- Which soft skills do you think are crucial for the next step in your career?
- Hypothetical scenario: What would I have to do to have a good basis for a salary increase in a year's time?
⁉️ Mood check (survey)
6. Get feedback on your role in the team and your performance
💡 A 1:1 is one of the best opportunities to receive honest and helpful feedback.
- What is one thing I should keep because it works well?
- Is there anything I can improve to support the team even better?
- How am I perceived by other team members – and what can I learn from this?
- What would I have to do for you to say in a year's time: "You've made great progress"?
- Are there any decisions or behaviors of mine that surprised you?
⁉️ Mood check (survey)
7. Build a relationship
💡 Good relationships with managers are not only built through technical discussions – personal insights are also important.
- What has shaped you the most in your career?
- Is there a lesson you wish you had learned earlier in your career?
- What motivates you most in your role?
- How do you decide what to focus on in your own work?
- If you could automate one part of your job – what would it be?
8. Offer your help
💡 One of the best ways to make yourself visible: Showing and supporting your own initiative.
- Is there anything I can help you or the team with right now?
- Are there any tasks or projects where I could take on responsibility?
- How can I contribute to making our team more successful?
- What problems do you currently see that I could help solve?
- How can I help to make our collaboration even more effective?
⁉️ Mood check (survey)
As you can see, the main aim of a one-on-one conversation with your manager 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 questions: Of course, it is also quite possible that your manager will bring some topics for your one-on-one meeting, so you may not even get to ask your boss all your questions in the first one-on-one meeting.
Now let's move on to typical topics or questions that your manager may bring – and possible answers that you can give your manager. This will give you a feel for what you should say to your manager and discuss with them.
14 answers to topics & questions that your manager asks you in a one-to-one meeting
Again, I have divided the possible answers to questions that your manager might ask you in a one-on-one meeting into 7 topics:
- Current work status & progress
- Challenges & problems
- Personal development & career goals
- Feedback – to you & from you
- Team dynamics & collaboration
- Company updates & strategy
- Well-being & work-life balance
Let's get started with questions and answers that you can tell your manager in a one-to-one meeting and discuss with them.
1. questions & answers: your current work status & progress
Questions your manager might ask:
What are you working on right now?
Possible answers:- My current focus is on [project X]. I have already reached [milestone Y] and am now working on [next step]. I see potential to make the process more efficient by introducing [improvement idea].
- My main focus is on [task Z]. I have gained some insights that could be valuable for the team, especially [important observation]. I would like to share this in our next team meeting.
Are there any obstacles that are slowing you down?
Possible answers:- I realize that [process or tool] keeps slowing me down. I already have [solution idea] in mind and would like to discuss with you whether this is realistically feasible.
- I encounter challenges in [area X] because [reason]. I have already tried [measure], but there is still room for improvement. Do you have experience with similar situations?
2. questions & answers: challenges & problems
Questions your manager might ask:
Is there anything that frustrates you?
Possible answers:- A challenge for me at the moment is [problem] because it has [negative impact]. I have already tested [approach], but I would like to hear your opinion if you see another perspective.
- Sometimes I find it hard to make [task or process] efficient because of [challenge]. I wonder if an adjustment in [area] could solve the problem.
Where do you need support?
Possible answers:- I'm making good progress in [area], but I realize that a sparring partner for [specific challenge] could help me. Do you have anyone in mind that I could talk to about this?
- I would like to further develop my skills in [area] because I can see that it would be valuable to our team in the long term. Is there a possibility that I could be involved in a suitable project?
3. your personal development & career goals
Questions your manager might ask:
Which skills would you like to develop further?
Possible answers:- I would like to delve deeper into [subject area] because I can see that it will become increasingly relevant for our future projects. I have already started with [learning resource or initiative] and would like to take on more responsibility in this area.
- I have noticed that [soft skill or technical ability] plays a crucial role in our work. I would like to work on this specifically, e.g. through [mentoring, training, practical project].
Where do you see yourself in 1–2 years?
Possible answers:- In the next two years, I would like to take on a role in which I have more responsibility for [subject area]. I see potential in developing [initiative or area] further and would like to work specifically towards this.
- My goal is to develop in the direction of [desired role]. I already see interfaces in my current work, for example [specific experience]. I would like to work specifically on [skill or experience] in order to develop in this direction.
4. feedback – to you & from you
Questions your manager might ask:
I have feedback for you – are you open to it?
Possible answers:- Yes, very gladly. I see feedback as an opportunity to improve. Is there anything specific that I should pay particular attention to?
- Definitely. I would particularly appreciate feedback on [area] because I would like to develop further there.
What can I do better as a manager?
Possible answers:- I find it very valuable that you show [positive trait or behavior]. One area where I would like to see more support is [specific suggestion] because it would be helpful for me and the team.
- I especially appreciate [strength of leader]. One thing that would help me would be [improvement] because it could make the flow of work or collaboration even more efficient.
5. team dynamics & collaboration
Questions your manager might ask:
How is the collaboration with your colleagues?
Possible answers:- Overall, cooperation is going well, especially in [area]. However, I see potential to optimize our coordination in [topic], e.g. through [specific proposal].
- I have the impression that we work very well as a team in [situation]. However, we could work together even more in [challenge], for example by trying out [solution idea].
Is there tension in the team?
Possible answers:- In most areas, collaboration runs smoothly, but I have noticed that there are sometimes misunderstandings in [topic or process]. I think clearer communication could help here.
- I've noticed that there are different working styles in our team, which sometimes leads to challenges. I think a brief exchange on how we can better align expectations could be helpful.
6. company updates & strategy
Questions your manager might ask:
Are there any company decisions that you don't understand?
Possible answers:- I have seen the decision on [topic] and would like to better understand the long-term strategy behind it. Are there specific goals associated with this change?
- I've noticed that [change or decision] has had some impact on our team. I would like to know how we can make the best possible use of this to align our work with it.
How well can you implement our strategy in your everyday life?
Possible answers:- I see a strong connection between our strategy and [aspect of my work], especially with [example]. One area where I still need clarity is [topic] so that I can focus my work even more specifically on it.
- I try to implement our strategy in [work area] in the best possible way. I believe that even closer coordination with [team or department] could help us to achieve our common goals even more effectively.
7. your well-being & work-life balance
Questions your manager might ask:
How are you currently – outside of work?
Possible answers:- I'm doing well and I feel like I have a good work-life balance. One thing that could help me to improve this further would be [e.g. more flexible working hours, fewer meetings].
- I realize that there's been a lot going on in the last few weeks and I'm trying to keep a good balance. I've tried some strategies to work more productively, but I'm wondering if we could become more efficient in [process].
Do you feel overworked or underchallenged?
Possible answers:- My current workload is challenging but doable. I prioritize strongly, but I see potential for us to optimize [task or process] to work more efficiently.
- I realize that I would like to take on more responsibility in [area] because I see great potential there. Is there a way for me to get more involved?
Show Initiative: Propose these two 1:1 Agenda Templates
In addition to these many questions and answers, there are of course other aspects that you could address in your appraisal interview.
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 go through a few questions and ask the employee a) whether he or she agrees with a statement (for example from 1 to 7) and then b) why he or she answered that way.
At this point, you could show initiative and impress your manager with just such an agenda template.
You can sell the templates to your manager as follows – The method has three advantages:
- More variety and engagement in 1-to-1 conversations
- Taking on new perspectives
- Measurability of (soft) KPIs such as satisfaction over time
I have put together five statements for you here that focus on reflecting on important prerequisites 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 gives you tips with an AI assistant – feel free to take a look without logging in using the button below.
In the second step, you can also easily invite your manager – and impress them with your initiative.
⁉️ 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 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 your boss or supervisor here.
And of course, there are also statements that you can proactively take with you into your one-on-one meeting. Specifically, here are 4 behavioral anchors that you can reflect on in a monthly one-on-one meeting with your manager.
Sure, she has to be open to it first. But if you have a good relationship with her and she is generally open to new methods, it's worth a try.
⁉️ 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 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 ⬇️
So now you should really have a good foundation for the one-on-one conversation between you as Direct Report and your supervisor.
And, can you hardly wait to raise these questions in your one-on-one meeting? Very good, I'm glad.
If you or your manager would like even more creative input, I can recommend our corresponding article: 129 Good One-on-One Meeting Questions (by a Psychologist).
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 your manager in particular may need sooner or later.
For example, I talk about templates for a one-to-one meeting on 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: Asking your manager great questions
Don't stress about your one-on-one meeting – Ultimately, it's your manager's job to come up with good questions.
But I understand your ulterior motives – of course it's wise to shine in the one-on-one meeting with a little preparation. I hope the many ideas in this article have helped you with that.
Our AI meeting assistant for one-on-one meetings can also help you and your manager with this. If you think your manager could benefit from it, take a look at our website and maybe pass it on: The best 1-on-1 meeting software.
No small talk, no awkward pauses. 🥱 This 1:1 template simply always works.
- What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
Summary & FAQ
1. How do I ask for a one-on-one meeting with my manager?
Simply ask directly and politely for an interview. For example:
"Hey [name], I'd love to have a quick one-on-one with you to discuss my current projects and some ideas. Would you be free in the next few days?"
2. What questions can I ask in a one-on-one meeting?
Here are some good questions you can ask your boss:
- "What priorities do you see for our team in the coming months?"
- "Are there areas where I can improve my performance?"
- "How can I better support you and the team?"
- "What development opportunities do you see for me in the company?"
3. Which topics should I discuss in the one-on-one meeting with my boss?
You can focus on the following areas:
- Project updates: Report on the current status of your tasks.
- Challenges: Talk openly about problems and ask for advice.
- Goals & development: Discuss your career plans and development opportunities.
- Feedback: Ask for constructive feedback and give feedback yourself.
4. How do I have an effective one-on-one meeting with my boss?
- Preparation: Think about the topics you want to discuss beforehand.
- Openness: Be honest about your successes and challenges.
- Active listening: Listen attentively and ask questions.
- Follow-up: Summarize the most important points and implement them.
5. What should I say in a one-on-one meeting with my boss?
In addition to the usual topics, you can also address the following:
- Own ideas and suggestions for improvement
- Wishes for cooperation or team culture
- Resources you need to work better
6. Is there a template for a one-on-one meeting with my boss?
Yes, a simple structure could look like this, there are more examples in our tool:
- Welcome & short personal check-in
- Project and task updates
- Challenges and possible solutions
- Giving & receiving feedback –
- Career and development goals
- Open questions or further topics
As already mentioned, you can find more agenda suggestions in our Echometer 1-to-1 meeting software: Echometer.
7. What does a good agenda for the one-on-one meeting look like?
Here is an example for your agenda:
- What have I achieved recently?
- What am I working on right now?
- What are the challenges?
- What feedback do I have for my boss?
- What support do I need?
- What next steps are we planning?
8. What are the benefits of one-on-one meetings with the boss?
- Better communication: You get more clarity about expectations and priorities.
- More trust: Regular conversations strengthen the relationship.
- Targeted development: You can consciously manage your career.
- Early problem solving: challenges are recognized more quickly.
9. Why are one-on-one meetings with my manager aka boss important?
These meetings are your chance to actively work on your development, get honest feedback and build a good working relationship. Use them not only to solve problems, but also to contribute new ideas and help shape your future in the company.
