Combining 1:1 Meeting templates and visibility settings helps you structure important conversations across your organization. As an HR admin, you can steer discussions, ensure key topics are covered, and maintain oversight where needed—without adding administrative friction. This article outlines best practices and common use cases for using visibility options with 1:1 templates.
Benefits of template visibility for HR admins
Using visibility options within 1:1 Meeting templates allows you to guide managers and track organizational check-ins effectively:
Provide manager guidance: Add private Talking Points to templates that only managers can see, offering hidden roadmaps for delicate or structured conversations.
Control template access: Specify which employees or roles can use a particular template.
Maintain oversight: Extend visibility to HR admins or upper management chain members to track meeting completion and outcomes.
Best practice use cases
Onboarding check-ins
Make onboarding new hires effortless for managers and teams by creating structured check-in templates for 30, 60, and 90-day milestones.
Set flexible visibility: Keep 30-day and 60-day check-ins private between the manager and new hire, while setting the formal 90-day check-in to be visible to HR admins.
Share on demand: If concerns arise early on, participants can manually share a private 30- or 60-day meeting with HR or upper management at any time.
Guide the discussion: Use predefined Talking Points to give managers a clear roadmap for topics to discuss during each onboarding phase.
Tip: You can grant visibility to specific individuals if their input is relevant to a new hire's onboarding progress.
Regular growth check-ins
For companies that want frequent development discussions without the overhead of formal performance reviews, guided 1:1 Meetings offer a lightweight alternative.
Increase conversation cadence: Create growth check-in templates visible to HR to track continuous feedback without triggering heavy review processes.
Simplify annual reviews: Timely feedback given throughout the year serves as a foundation for annual reviews, making them easier to write and reflect upon.
Set review follow-ups: Create a review follow-up template so managers and employees can address feedback from formal reviews and establish goals for the next quarter.
Note: Growth templates visible to HR allow you to keep track of participation and step in when support is needed, while remaining hands-off when conversations are progressing smoothly.
Goal and objective setting
Keep goal setting consistent across teams by establishing quarterly objective templates.
Prioritize quarterly goals: Create templates focused on setting and reviewing objectives to ensure teams dedicate time to forward-looking planning.
Track participation: Set template visibility to include HR admins to confirm these planning sessions occur on schedule.
Note: Objectives cannot be created directly from 1:1 Talking Points at this time.
Managing performance issues
Help managers navigate sensitive or challenging discussions by pre-configuring visibility and guidance.
Include support early: Include HR admins or upper management in the meeting's default visibility settings when setting up templates for performance improvement plans (PIPs).
Use private guidance: Add manager-only Talking Points to guide them through delicate topics, alongside shared Talking Points visible to the employee.
Gain timely insights: Keeping HR in the loop on tricky conversations ensures prompt support if sensitive situations arise.
Career development and pulse check-ins
Focus on long-term growth and continuous feedback beyond everyday task updates.
Career growth: Create quarterly career development templates to ensure managers and direct reports discuss learning opportunities and long-term career goals regularly.
Pulse check-ins and upward feedback: Set up recurring templates (such as bi-monthly pulse check-ins) to revisit objectives or foster upward feedback while maintaining lightweight HR oversight.