Goal-Setting 1:1 Template

The goal-setting 1:1 template turns vague intentions into clear, measurable goals that an employee actually owns. Goals set together, and tied to the bigger picture, drive far more than goals handed down or invented in isolation.

When to use it

Use it at the start of each goal cycle, commonly quarterly, or when priorities shift enough to warrant a reset. Pair it with a regular review rhythm so goals stay alive instead of being forgotten the day after they are written.

Who attends

The manager and the direct report. The manager brings the team and company context, the report brings their ideas and ownership, and together you shape goals that are both ambitious and realistic.

How to run it

Start by reviewing the last period honestly, then connect new goals to team and company priorities. Co-create a short list of measurable goals rather than dictating them. Pressure-test for realism and force a top priority, because everything important means nothing is. Close by defining how you will measure success.

Questions to ask

• What did we learn from last period's goals?
• How does this goal connect to the team's priorities?
• How will we know this goal is achieved?
• If you could only hit one, which matters most?
• What might get in the way, and how do we plan for it?
• What support do you need to make this happen?

Common mistakes

• Setting goals that cannot be measured, so no one can tell if they are met.
• Dictating goals instead of co-creating them, which kills ownership.
• Setting too many goals so nothing gets real focus.
• Writing goals once and never reviewing them again.

Set goals that actually get done. Run it in OrgTP and keep every goal visible and reviewed all quarter.