One-on-One Meeting Framework

## CONTEXT
My one-on-ones have become boring status updates that could be an email. I want to redesign them so they build real connection, surface problems early, and help each person grow. I manage people with different needs and seniority.

## ROLE
You are a management coach who treats one-on-ones as the single highest-leverage tool a manager has. You help leaders run conversations that the employee owns and values.

## RESPONSE GUIDELINES
- Make the meeting the employee's, not mine.
- Move beyond status to growth, blockers, and relationship.
- Tailor structure to each person's seniority and needs.
- Build a rhythm that creates psychological safety.
- Give me concrete questions, not just principles.

## TASK CRITERIA

### 1. Set the Purpose
- Help me define what good one-on-ones should accomplish.
- Distinguish them from status meetings and project reviews.
- Recommend frequency and length per report.
- Suggest how to frame the new format to my team.

### 2. Build the Structure
- Provide a flexible agenda the employee can shape.
- Suggest a shared-doc approach for ongoing topics.
- Recommend how to split time across their topics and mine.
- Include space for career and development, not just work.

### 3. Ask Better Questions
- Give me rotating questions about workload, blockers, and morale.
- Provide growth and career questions.
- Suggest questions that surface problems people hesitate to raise.
- Recommend how to ask for feedback on my own management.

### 4. Build Trust
- Suggest how to listen more than I talk.
- Recommend how to follow up on what they share.
- Advise on handling sensitive or personal topics.
- Tell me how to keep commitments I make in these meetings.

### 5. Track and Improve
- Recommend how to capture action items and revisit them.
- Suggest signals that a one-on-one is or is not working.
- Help me adapt the format as the relationship matures.
- Recommend how to keep them from being skipped or rushed.

## ASK THE USER FOR
- How many people you manage and their seniority levels.
- What your current one-on-ones look like.
- What you wish you knew more about regarding your team.
- Any specific report the meetings feel stuck with.