Ever walked out of a 121 meeting thinking…
“Well, that was a waste of time?”
You’re not alone.
Too often, 121s (also known as one-to-one or 1-on-1 meetings) end up being rushed, unstructured, or just a tick-box exercise.
But when done right, they’re one of the most powerful tools managers have to build trust, improve engagement, and support their people.
In this guide, we’ll walk you through how to run a meaningful 121 meeting, share a simple template you can start using right away, and bring in expert advice from Lucy Harvey, COO of Stribe.
121s are one of the simplest yet most powerful ways to build trust, spot issues early, and genuinely support people. When done well, they’re the heartbeat of a healthy team. 
A 121 meeting (also called a one-to-one meeting or 1-on-1) is a regular catch-up between a manager and a team member.
These meetings are designed to check in on wellbeing, talk about performance and development, and give both people a chance to share honest feedback.
A good one-to-one meeting is consistent, structured, and focused on support, not just work updates.
Most organisations run 121 meetings weekly, fortnightly or monthly.
There’s no one-size-fits-all, but consistency is key.
The best one-to-one meetings include open questions like:
Using a simple 121 template with space for these questions helps managers stay consistent and shows employees you’re really listening.
To make your 121s more effective:
– Use a clear agenda or one-to-one meeting template
– Give your full attention without any distractions
– Follow-up on action points from last time
– Balance performance talk with personal support
– Ask for feedback too! Two-way conversations build trust
One-to-ones are more than just a calendar slot, they’re one of the few protected spaces where people can pause, reflect, and speak honestly.
In an era where hybrid working, rising workloads and wellbeing pressures are the norm, regular, meaningful conversations are more important than ever.
COO of Stribe, Lucy Harvey puts it best:
“121s are one of the simplest yet most powerful ways to build trust, spot issues early, and genuinely support people.
When done well, they’re the heartbeat of a healthy team.”
The best one-to-ones give employees a moment to be seen and heard – not just as workers, but as people.
They allow managers to pick up on quiet signals of disengagement, frustration, or burnout long before they become visible problems.
And when leaders consistently show up with empathy and curiosity, these meetings become a core part of a culture where people feel safe, supported, and motivated to grow.
Let’s be honest. A lot of people dread 121s because:
And when that happens, employees start to switch off.
They stop sharing honestly.
And worse, they stop believing their manager cares.
Great one-to-one meetings feel like a two-way conversation, not a performance review.
They’re regular, human, and action-focused. The best 121s include:
… And remember, you don’t need a flashy tool or hours of prep. A simple 121 template can work wonders.
No two teams are the same, and your 121 meetings shouldn’t be either.
Try adjusting your agenda depending on who you’re meeting with.
For example:
The most effective templates feel familiar but leave room for real conversation. A 121 shouldn’t feel like a form.
Here are some quick tips to make your 121s genuinely useful:
Using anonymous feedback tools like Stribe can also help you spot topics to bring up in 121s – things your team may not feel confident saying out loud.
Stribe is more than just a survey tool.
It gives HR teams and managers the insight they need to have better conversations.
When 121s are informed by honest feedback, they become more than just a simple meeting – bur rather a foundation for team success.
121s aren’t just about status updates. They’re an opportunity to reinforce your values, spot early signs of disengagement, and grow a culture of openness. When managers use feedback tools like Stribe alongside good 121s, that’s when real transformation happens.
A good 121 meeting doesn’t need to be complicated.
With the right structure, some thoughtful questions, and a little consistency, your 121s can become a powerful way to support your people and grow a better culture.
Start by downloading our free 121 template (top of page), reflect on how you’re currently running your meetings, and don’t be afraid to ask your team what’s working and what’s not.
About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
