CASCADE HR
One-to-one Meeting
One-to-one meetings are the foundation of the Performance Management Framework and provide dedicated time for managers and colleagues to discuss progress, performance, wellbeing, and support.
One-to-one meetings must take place every four to six weeks and form an ongoing conversation throughout the year. Managers and colleagues should prepare for one-to-one meetings by reviewing previous actions, goals, development plans, and any discussion points they wish to raise.
One-to-one meetings should focus on:
- Progress since the last meeting.
- Progress against agreed goals and additional priorities.
- Performance, achievements, and feedback.
- Wellbeing, workload, and capacity.
- Development activity and learning opportunities.
- Challenges, barriers, and support required.
- Agreed actions and next steps.
Managers and colleagues should use one-to-one meetings to maintain momentum, provide support and ensure goals remain relevant and aligned to changing priorities.
One-to-one meetings provide the foundation of the Performance Management Framework and should be used, where appropriate, to review goals, discuss Personal Development Plans (PDPs), complete quarterly performance reviews, monitor salary progression development reviews and support probationary colleagues. Although these activities are recorded separately within Cascade, they may be discussed as part of a single performance conversation.
Regular one-to-one meetings support stronger working relationships, earlier intervention where challenges arise and better outcomes for colleagues, customers, and Amplius. Where wellbeing concerns are identified, managers should consider whether additional support, workplace adjustments, wellbeing meetings, or referral to relevant support services may be appropriate.