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View full libraryA one-to-one review meeting action plan for recording the key actions, decisions and support agreed during an employee's one-to-one, helping managers and employees maintain clear ownership and follow through on commitments between meetings.
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-review-meeting-action-plan-template.jpg "One to One (121) review meeting action plan template")
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| Employee name: | |
| Manager: | |
| Meeting date: | |
| Next review date: |
Agreed Actions
| Action / agreed outcome: |
You've seen 30% of how the One to One (121) review meeting action plan template is structured. Get the complete editable template instantly and customise it for your organisation.
-review-meeting-action-plan-template-preview.jpg "One to One (121) review meeting action plan template preview")
This action plan provides a simple record of what has been agreed during a one-to-one meeting. It keeps the focus on practical follow-up rather than creating lengthy meeting notes.
Use the plan to capture specific actions arising from discussions about workload, priorities, performance, development, support or other matters raised during the meeting.
Each action can be assigned to the employee, manager or another appropriate person, with a target date where one is needed. This avoids uncertainty about who is expected to do what.
The plan can be revisited at subsequent one-to-ones to confirm completed actions, carry forward outstanding items and record any changes agreed.
The aim is to record useful actions and outcomes rather than a transcript of the conversation. This keeps administration to a minimum while providing enough information for effective follow-up.
Use these best practice actions, recommended timescales and process stages to understand when and how the One to One (121) review meeting action plan 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.
Include only the actions and outcomes that need follow-up, together with the person responsible and an appropriate target or review date.
No. The action plan is not intended to be a transcript. It should focus on agreed actions, decisions and matters that need to be followed up.
The person expected to complete or progress the action should normally be named as responsible. This may be the employee, manager or another person involved.
They should be reviewed at the next appropriate meeting. If still relevant, they can be carried forward with a revised target date or amended action.
Yes. It can provide a simple way of following up actions agreed during one-to-ones and can complement, but should not replace, formal appraisal or capability documentation where required.
AI can suggest questions or actions, but this template gives managers a simple, repeatable structure for capturing ownership and follow-up. It reduces the administration around one-to-ones without turning a short meeting into a lengthy documentation exercise.
The prompts helped keep the conversation focused on the right issues. We adapted a few phrases so they sounded natural for our managers. The manager could follow the structure while still having a normal discussion.
How this content is developed and reviewed
The One to One (121) review meeting action plan 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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