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One-to-One Review Meeting script

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Our One-to-One Review Meeting Script Template guides constructive discussions, fostering growth and alignment between managers and employees in a supportive environment.

Reading time
How long to understand and implement this script?
5 mins
Word count
How many words in this script?
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What is an One-to-One Review Meeting script?

The One-to-One Review Meeting script provides a structured framework for conducting individual performance reviews between managers and employees.

This script outlines key discussion points, including goal progress, strengths, areas for improvement, and career development opportunities.

It's purpose is to facilitate meaningful dialogue, align expectations, and foster employee growth and engagement through constructive feedback and goal-setting discussions.

Best practice timescale for this to be issued
When should this script be issued?
As and when required
Issued by who, to whom
Who should issue this script, and to whom?
The Employer (you) to the Employee
Applicable legal jurisdictions
In which jurisdictions can this script be used?
Great Britain & NI (United Kingdom), Worldwide

How can I ensure that this scriptis executed effectively?

Step Description Responsibility Timing
1 Schedule the One-to-One Review Meeting Manager / Supervisor 1 week before the meeting
2 Prepare the Agenda Manager / Supervisor 3 days before the meeting
3 Conduct the Review Meeting Manager / Supervisor On the scheduled date
4 Discuss Performance and Development Goals Manager / Supervisor During the meeting
5 Document Action Points and Follow-Up Plan Manager / Supervisor Within 1 day after meeting

What legislation and best practice guidelines have been taken into account in the development of this template?

United Kingdom
  • Employment Rights Act 1996: Sets the legal framework for employee rights and employer obligations during performance reviews.

  • Equality Act 2010: Ensures that review meetings are conducted without discrimination based on protected characteristics.

  • Data Protection Act 2018 (incorporating GDPR): Requires the handling of personal data during review meetings to comply with data protection principles.

  • Common Law Principles: Legal principles of fairness and reasonableness influence the conduct and outcomes of review meetings.

  • Company Policies and Employment Contracts: Internal policies and contractual agreements may dictate procedures and expectations for review meetings.

Other territories

Consult your jurisdiction's employment legislation or labor laws to ensure compliance with the template. Review the language for local precision.

One-to-One Review Meeting Script [Delete this line]

  1. Welcome and Opening Remarks

    • Welcome the employee to the review meeting.
    • Set a positive tone for the discussion.
  2. Employee Update

    • Allow the employee to share updates on their work since the last meeting.
    • Encourage them to discuss any achievements, challenges, or concerns.
  3. Performance Review

    • Provide feedback on the employee's performance based on agreed-upon objectives and competencies.
    • Discuss strengths, areas for improvement, and any developmental opportunities.
  4. Goal Setting

    • Collaboratively set new goals and objectives for the upcoming period.
    • Ensure alignment with the employee's career aspirations and organizational objectives.
  5. Development and Training

    • Discuss any training or development needs identified during the performance review.
    • Explore opportunities for growth and skill enhancement.
  6. Feedback and Recognition

    • Offer specific feedback on areas where the employee has excelled.
    • Recognize their contributions and achievements.
    • Provide constructive feedback on areas for improvement.
  7. Career Development

    • Discuss the employee's career aspirations and long-term goals.
    • Explore potential career paths within the organization.
    • Offer support and guidance for career development.
  8. Action Plan

    • Summarize key points discussed during the meeting.
    • Agree on action steps, timelines, and responsibilities.
    • Ensure clarity on expectations and next steps.
  9. Closing

    • Thank the employee for their participation and contributions to the meeting.
    • Reinforce commitment to their growth and success.
    • Schedule follow-up meetings as necessary.


  • Encourage open dialogue and active participation throughout the meeting.
  • Maintain a supportive and constructive atmosphere.
  • Document key discussion points and action items for future reference.
  • Follow up on action items and monitor progress during subsequent meetings.

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One-to-One Review Meeting script
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