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Use Lattice 1-on-1s as a recurring conversation, not a status-reporting slot: prepare a shared agenda, give the employee room to lead, review previous commitments, and end with named owners and timelines. The right cadence depends on the employee and the work; the useful constant is continuity from one meeting to the next.
Set a cadence that fits the employee
Choose a regular rhythm, then adjust it as responsibilities or circumstances change. Lattice’s guidance describes weekly, biweekly, and monthly meetings; its monthly template suggests setting aside about 30–45 minutes for that format. These are options, not a rule that every employee needs the same frequency. Consider how quickly priorities shift, how much support the employee wants, and whether there is enough to discuss between meetings. Lattice’s one-on-one guidance also emphasizes preparing for the conversation rather than treating the meeting as an isolated event.
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Lattice’s guide reports that, in its 2025 State of People Strategy Report, 78% of managers had daily or weekly check-ins with direct reports, and 97% of those managers said they felt somewhat or very connected to their reports. Those are figures reported by Lattice, not independently verified here, and they do not show that a particular cadence causes stronger connection. Lattice’s meeting template provides the context for its cadence recommendations.
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Prepare a shared agenda before the meeting
Invite the employee to add topics before you meet, and make sure their priorities have room alongside yours. Review the previous meeting’s notes and any open commitments so the conversation can continue where it left off. This keeps the agenda from becoming a manager-only checklist and helps surface concerns the employee might otherwise leave unmentioned.
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Use Lattice’s agenda and notes to make the meeting’s purpose visible to both participants. If your team uses another shared planning method, the important practice is the same: both people should know what is on the agenda and be able to contribute. Lattice’s preparation guidance covers employee input and reviewing previous notes.
Use the conversation for more than status updates
Start with what matters most to the employee, then make room for current work and the wider conditions affecting it. Lattice’s monthly template offers prompts spanning well-being, workload, wins, goals and career development, blockers, and collaboration. You do not need to get through every prompt in every meeting; choose questions that fit the employee’s priorities and the time available.
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Work and workload
- What is taking most of your attention right now?
- Does your workload feel manageable, and what should be reprioritized?
- What is blocked, and what help or decision would move it forward?
Wins, feedback, and collaboration
- What has gone well since we last spoke?
- What feedback would be useful from me, or for me to pass along?
- Is anything in the way of working effectively with the team?
Goals and development
- Are your current goals still the right ones?
- What skill, responsibility, or career question would you like to discuss?
- What is one next step we can take before our next 1-on-1?
These prompts are starting points, not a script. Follow up on answers with clarifying questions and agree together when a topic needs a separate conversation.
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Close with actions that carry into the next 1-on-1
Before ending, turn decisions and requests into specific commitments. Record what will happen, who owns it, and the expected timeline. Capture the employee’s commitments as well as your own, and bring unfinished actions into the next meeting’s agenda. A note that records only discussion topics is less useful for continuity than one that also makes follow-through visible. Lattice’s template recommends documenting next steps and revisiting them.
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- Review the agenda and identify decisions or requests that need follow-up.
- Write each action in the meeting notes with one clear owner and a timeline.
- At the next meeting, check completed actions and carry unresolved ones forward.
Optional: use Lattice AI Agent for 1:1s
On June 29, 2026, Lattice announced an AI Agent for 1:1s that it said creates topic-organized summaries, action items with owners, suggested agendas for the next meeting, coaching insights, and a transcript. Lattice said the Agent works with Zoom, Google Meet, and Microsoft Teams, and supports Google Calendar and Outlook. The company also said it was available to all customers at no additional cost. These are Lattice’s dated product statements; availability, integrations, and terms can change, so check what is enabled in your workspace. Read Lattice’s announcement of its AI Agent in 1:1s.
If enabled, treat generated notes and suggestions as a starting point: review them for accuracy, agree on what belongs in the shared record, and confirm action owners together. Lattice says participants can see when the Agent joins and a host can remove it. The company also describes permission-based access to meeting content, retention controls, and safeguards for transcript deletion. Those are vendor descriptions of product controls, not a complete privacy or compliance assessment; check your organization’s policies and Lattice’s current settings before using the feature. Lattice’s announcement quotes Emer O’Driscoll, People Business Partner at Teamwork, describing the value of a shared summary for documentation and alignment.
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