One-to-One Review Meeting Action Plan

One-to-One Review Meeting Action Plan

Employee Name: [Insert Employee Name]

Manager Name: [Insert Manager Name]

Date of Meeting: [Insert Date of Meeting]

Action Items:

1. Objective Setting:

   • Employee to finalise and document SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives for the upcoming quarter.

   • Manager to review and provide feedback on the objectives within [insert timeframe].

2. Development Plan:

   • Employee to identify at least two areas for development based on feedback and discussion during the meeting.

   • Manager to recommend relevant training courses or resources to support the employee's development goals.

3. Feedback Implementation:

   • Employee to actively work on areas identified for improvement and implement feedback provided during the meeting.

   • Manager to provide ongoing support and guidance as needed to facilitate improvement.

4. Career Discussion:

   • Employee to reflect on career aspirations and long-term goals discussed during the meeting.

   • Manager to explore potential career paths within the organization and identify opportunities for growth and advancement.

5. Regular Check-ins:

   • Schedule regular check-in meetings to monitor progress on objectives and development goals.

   • Agree on the frequency of these meetings (e.g., bi-weekly, monthly) and set dates for upcoming check-ins.

Timeline:

• All action items to be completed within [insert timeframe].

• Regular check-in meetings to commence from [insert start date].

Accountability:

• Both the employee and manager are responsible for ensuring timely completion of action items and achieving the agreed-upon goals.

• Any challenges or obstacles encountered during the implementation of the action plan should be communicated promptly for resolution.

Follow-up Meeting:

• Schedule a follow-up one-to-one review meeting to evaluate progress and discuss any adjustments to the action plan.

• Tentative date for the follow-up meeting: [insert tentative date].

Note:

• This action plan serves as a guide for ongoing development and performance improvement.

• Flexibility is key, and adjustments to the plan may be necessary based on evolving needs and circumstances.

• Open communication between the employee and manager is essential for the successful execution of the action plan.