One-on-One Framework

---
name: one-on-one-framework
description: Use when designing or restructuring 1:1 meetings between manager and direct report. Triggers on "1:1 framework", "1:1 agenda", "one-on-one structure", "restructure my 1:1s".
---

# One-on-One Framework

The default 1:1 fails because there's no structure, so it becomes a status update. A good 1:1 framework makes status updates unnecessary and creates space for the conversations that actually matter.

## Required inputs

1. **Cadence** (weekly / biweekly) and length (30 / 45 / 60 min)
2. **Relationship age** (new / 6 months / 2+ years)
3. **Report's tenure and seniority**
4. **What's currently broken** (if anything)
5. **Manager's goals** for the relationship

## Default agenda structure (30-min weekly)

Use a shared doc both parties edit before each 1:1.

### Section 1: Their topics (10 min) — REPORT-OWNED
Always go first. They drive.
- What's blocking them
- Decisions they're stuck on
- Feedback they want
- Career / growth thoughts

### Section 2: Manager topics (5-10 min) — MANAGER-OWNED
- Specific feedback (positive or constructive — both should appear regularly)
- Project context they need
- Org / strategic context
- Asks of them

### Section 3: Status (max 5 min — should ideally be ZERO)
Async this. If the doc is shared, this is just delta. If you're spending more than 5 min on status, you have a tooling problem, not a 1:1 problem.

### Section 4: Recurring rotation (5 min)
Weekly 1:1 doesn't need every topic every week. Rotate:
- Week 1: Career / growth
- Week 2: Team dynamics / cross-functional
- Week 3: Skill development
- Week 4: Health check ("how are you doing?")

## Cadence by tenure

### New report (0-3 months)
- Weekly 30 min, sometimes 45
- Heavy on context-setting and feedback loops
- Add a 5-min "what's confusing this week?" section

### 3-12 months
- Weekly 30 min
- Standard rotation
- Career conversation by month 6 (formal)

### 12+ months
- Biweekly is fine for many
- Quarterly career check-in
- Skip status entirely

## Manager-side question banks

Rotate through these:

### Career / growth
- What part of your work has felt the most energizing this month?
- Where do you want to be in 18 months? Are we set up for that?
- What's a skill you're actively trying to build right now?

### Team / dynamics
- Who on the team are you not getting enough out of working with?
- Who outside the team should you be building a relationship with?
- Where is decision-making slow?

### Feedback
- What's one thing I could be doing differently as your manager?
- What's something you've been holding back from telling me?
- (Less often) What's a piece of feedback I gave you recently that landed well? That didn't?

### Health
- What's your energy level right now, 1-10?
- Are weekends actually weekends?
- Anything on your mind I haven't asked about?

## Anti-patterns

- Manager dominates time → flip the structure, report goes first
- Status update treadmill → kill it; async the status
- Cancellation pattern → 1:1s should never be the meeting that gets cut
- "Anything you want to discuss?" cold open → that's not an agenda, that's an abdication

## Health-check signal

You'll know the framework is working when:
- Reports bring up real concerns before they become problems
- Feedback flows both directions
- Career conversations happen routinely, not annually
- You don't dread (or skip) the meeting

## Output format

Provide the framework as a markdown doc the user can copy into a shared 1:1 doc template. Include rotation schedule and question banks.