September 27, 2026
Jackie Benitez
Performance Management 1:1 Meetings
Strong performance management happens throughout the year, not just during the annual review. Learn how effective 1:1 meetings can help employees and managers set and maintain meaningful SMART goals, exchange timely feedback, support development, and stay aligned on priorities and expectations.
Performance Management: 1:1 Meetings: Establishing and updating SMART goals to support meaningful performance development and alignment requires productive 1:1 Meetings.
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PERFORMANCE MANAGEMENT 1:1 MEETINGS Start the 2026–2027 Performance Cycle Strong Performance Review Period | June 1, 2026 – May 31, 2027 |
Set SMART goals early. Meet regularly. Stay aligned throughout the year.
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FOR EMPLOYEES • Align goals and expectations • Receive timely, meaningful feedback • Discuss career growth and development • Raise challenges and resource needs • Build a strong relationship with your manager |
FOR MANAGERS • Set and monitor goals • Recognize accomplishments • Provide timely performance feedback • Address concerns early • Support growth, engagement, and accountability |
HOW TO CONDUCT AN EFFECTIVE 1:1
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1 PREPARE • Share an agenda in advance and invite employee topics. • Focus on goals, feedback, development, priorities, and support. • Aim for 30–45 minutes and keep routine status updates brief. • Keep backup topics for longer-term growth discussions. |
2 CONNECT • Give the meeting your full attention and limit distractions. • Ask open-ended questions and create space for reflection. • Listen more, talk less. Make the meeting a two-way conversation. • Take notes, stay flexible, and start and end positively. |
3 FOLLOW THROUGH • Send a recap with decisions, action items, owners, and deadlines. • Ask employees for feedback using Start, Stop, Continue. • Follow through on commitments and revisit progress at the next 1:1. |
KEY TOPICS TO DISCUSS
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Recognition & Praise Celebrate accomplishments, progress, and contributions. |
Goals & Performance Review SMART goals, completed work, and opportunities to improve. |
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Career Development Discuss skills, future opportunities, continuing education, and development throughout the year. |
Workload & Priorities Check workload, resources, competing priorities, and operational changes. |
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Mission & Goals Connect individual work to departmental and organizational mission, values, and priorities. |
Concerns & Expectations Address performance or behavior concerns promptly and fairly. Explore barriers, clarify expectations, and involve Human Resources early when appropriate. |
QUESTIONS THAT CREATE BETTER CONVERSATIONS
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What’s going well right now? |
Where are you experiencing challenges? |
What support or resources would help you succeed? |
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What progress are you making toward your goals? |
What would you like to learn or develop next? |
What can I do differently to better support you? |
START • STOP • CONTINUE
START: What should I/we start doing? | STOP: What should I/we stop doing? | CONTINUE: What should I/we continue doing?
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PREPARE. CONNECT. FOLLOW THROUGH. Employees: come ready to discuss goals, accomplishments, challenges, development, and support. | Managers: create space for open conversation, recognition, feedback, development, and clear expectations. |