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View full libraryA practical one-to-one review meeting script to help managers structure regular conversations with employees, covering wellbeing, workload, performance, priorities, development, support and any issues the employee wants to raise.
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-review-meeting-script-template.jpg "One to One (121) review meeting script template")
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1 Opening
1.1 "Thanks for making the time for our one-to-one. The purpose is to check how things are going, review anything outstanding, talk about priorities and support, and give you an opportunity to raise anything you want to discuss."
1.2 "Before we start, is there anything particularly important that you would like to make sure we cover today?"
2 Previous actions and progress
2.1 "Let's quickly go through the actions we agreed last time. How are things progressing?"
2.2 "Is there anything that has not been completed, or anything you need from me to move it forward?"
3 How are things going?
"How are things generally
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This script gives managers a simple structure for regular one-to-one review meetings without turning them into lengthy or overly formal performance reviews. It provides prompts to help managers have a useful two-way conversation and finish with clear actions.
The script guides the manager through the key areas that should normally be discussed, while leaving enough flexibility to follow issues raised by the employee.
Managers can discuss how the employee is doing, current workload, priorities and any obstacles affecting their work. This provides an opportunity to identify problems early.
The conversation can be used to review progress, recognise achievements, discuss challenges and identify training, development or other support that would help the employee.
The meeting finishes by confirming what has been agreed, who is responsible and when actions will be reviewed. This helps ensure that one-to-ones lead to action rather than becoming routine conversations with no follow-up.
Use these best practice actions, recommended timescales and process stages to understand when and how the One to One (121) review meeting script should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
There is no single correct frequency. Monthly meetings are a practical approach for many teams, although the frequency should reflect the employee's role, circumstances and business needs.
Regular one-to-ones do not need to be lengthy. Around 20 to 30 minutes may be sufficient for many employees, provided there is enough time to discuss important issues and agreed actions.
They are an important part of ongoing performance management and provide regular opportunities for feedback and support. However, formal capability or disciplinary matters should be handled through the appropriate formal process.
It is useful to record key actions and commitments, but detailed notes of every conversation are generally unnecessary. Records should be proportionate and handled confidentially.
The manager should listen carefully, establish what action may be needed and escalate the matter where appropriate. Serious concerns such as grievances, safeguarding issues or allegations of misconduct may require a separate formal process.
AI can generate a list of one-to-one questions, but this script provides a practical flow that managers can use immediately, taking the conversation from previous actions through wellbeing, workload and performance to clear next steps. It helps managers run consistent meetings without turning them into an unnecessarily formal or time-consuming process.
The suggested wording helped the discussion feel prepared without sounding rehearsed. It was useful having the awkward points already considered before the meeting. We found it easy to personalise without having to rewrite the whole thing.
How this content is developed and reviewed
The One to One (121) review meeting script template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing learning and development HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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