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Explore top 1:1 questions to ask your manager, tips for effective preparation, and strategies to maximize each session's value.
One-on-one meetings with your manager are invaluable opportunities for personal and professional growth. These sessions are not just about receiving feedback; they are a platform for open communication, career development, and building a stronger working relationship.
To make the most of these meetings, it's crucial to ask the right questions. Here, we present a guide to essential questions that can help you gain insights, align with your manager's expectations, and advance your career.
One-on-one meetings are a powerful tool for building strong relationships between managers and employees. They provide a platform for open and honest communication, allowing employees to share their thoughts, ideas, and concerns.
Regular one-on-ones can help to:
To get the most out of one-on-one meetings, it's essential to prepare in advance. Here are some tips to help you make the most of your meetings:
To improve your chances of advancing within your company and having productive meetings with team members, it is important to focus on a few key areas during every one-on-one with your manager—especially if they are new to the role. These include: clarifying expectations and goals, exploring career development opportunities, and identifying ways to boost productivity and efficiency.
Here is a closer look at straightforward questions you can bring to any one-on-one.
Understanding your manager’s expectations allows you to align your efforts with team and company goals, while also clarifying your priorities and responsibilities. By learning how your performance is evaluated, you can focus on the tasks and projects that matter most.
Asking these questions about expectations demonstrates your commitment to supporting team objectives and helps you direct your efforts where they are most needed:
Constructive feedback is important for continuous growth, and asking for it shows your commitment to improving your skills and performance. By identifying key areas for development, you can create a focused plan for professional advancement.
These sample questions highlight your openness to feedback and your drive to grow in your role:
Gaining insight into potential career paths within the organization can motivate you and help shape your long-term goals. Showing interest in specific projects may open doors to opportunities that align with your aspirations.
Asking about these topics reflects a team-focused mindset and a willingness to contribute to shared objectives. Here are a few examples:
Offering support to your manager demonstrates a proactive attitude and can help strengthen your working relationship. Learning their preferred communication style also enhances collaboration and leads to more effective interactions.
Here are some questions to show your dedication to building a positive, productive dynamic with your manager:
Proactively addressing potential challenges showcases your problem-solving abilities and readiness to handle issues directly. While gaining insight into your manager’s approach to conflict resolution and staying informed about upcoming changes enables you to adapt quickly and stay aligned with your team’s goals.
Here are some examples:
Asking about productivity tools and time management strategies demonstrates your commitment to working efficiently and continuously improving. It also helps you manage your workload and concentrate on high-impact tasks.
A few sample questions include:
Setting a regular meeting schedule promotes consistent communication and ongoing feedback. It also encourages open dialogue and helps you better understand your manager’s communication preferences.
Some questions to ask are:
Showing a willingness to help create a positive work environment and help your peers strengthens collaboration and team dynamics shows your dedication to fostering a supportive team culture.
A few question to ask might be:
One-on-one meetings are a powerful tool for career development and building a strong relationship with your manager. By asking thoughtful and constructive questions, you can gain valuable insights, align with your manager's expectations, and identify opportunities for growth. Use these questions as a guide to make the most of your one-on-one meetings and advance your career.
The key to a successful one-on-one meeting is open communication and a genuine desire to learn and grow. Approach each meeting with a positive attitude and a willingness to engage in meaningful dialogue. By doing so, you'll not only enhance your professional development but also contribute to a more productive and harmonious work environment.
Regular one-on-one meetings help improve communication, build trust, align priorities, and provide valuable feedback for career growth. They also create opportunities to discuss challenges, set goals, and strengthen the manager-employee relationship.
To make your one-on-one meetings more productive, prepare an agenda with key topics, bring questions related to your performance and career growth, actively listen to feedback, and follow up on action items discussed in previous meetings.
Avoid being unprepared, dominating the conversation, or only focusing on negative topics. Instead, balance your discussion with progress updates, constructive feedback, and career aspirations while maintaining a professional and solution-oriented approach.
After your meeting, send a brief summary of key takeaways, action items, and deadlines discussed. Regularly check in on progress before your next meeting to ensure alignment and accountability.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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