One-on-one meetings with managers are more than just a time to check in. They’re a valuable opportunity to shape professional development. Yet many employees treat them passively, showing up with just updates instead of an intention to use the time to their advantage. To really grow in a role (and prepare for the next one), it’s essential to ask managers the right questions in regular 1:1 meetings. The right questions can start a conversation, provide guidance, unlock opportunities, and show managers that an employee is invested in long-term success.
Whether the goal is to build new skills, earn more visibility, or figure out what’s next on the career path, a well-prepared 1:1 can shift the dynamic from reporting to development. Here’s how to approach these crucial conversations and questions to ask during a 1:1 with a manager.
Why 1:1s Matter For Career Development
Updates and feedback on daily tasks are essential for a 1:1 meeting with a manager. However, discussing only these topics leaves one of the most valuable opportunities of this meeting untapped. In a 1:1, employees have direct access to someone with more experience and context in the business and the power to unlock the next step in their career.
Managers aren’t just there to assess performance. They’re also potential advocates. When employees come to these meetings with thoughtful questions about their progress, future goals, and broader contributions, they build trust and invite mentorship. Over time, this opens doors to promotions, raises, and opportunities that wouldn’t otherwise surface.
Questions That Open Doors To Feedback And Coaching
Feedback doesn’t have to wait for annual reviews. A 1:1 is the perfect setting to seek it consistently. Asking questions about overall performance and areas of improvement signals to a manager that the employee is invested in their role.
Ask questions like:
“What’s one thing I could be doing better that would make the biggest impact?” or “Are there any blind spots you think I should work on?”
These kinds of questions demonstrate a willingness to receive critique. More importantly, they show a commitment to professional growth. These questions also give managers the opportunity to guide their employees through challenges before they become performance issues.
Go deeper by asking: “How do you see my strengths contributing to the team’s success?”
This question gives employees an opportunity to hear some positive feedback and opens up a dialogue about their value. Continuing this conversation in future 1:1a could lead to new responsibilities that capitalize on their talents.
Questions That Create Visibility And Leadership Opportunities
Being great at a job isn’t always enough. Employees also need to be seen by the people at the company who matter. Regular 1:1s can be a launchpad for increasing visibility when employees ask about projects, people, and priorities beyond their immediate scope.
Consider asking:
“What are some cross-functional projects I could get involved with?”
or “Is there an area of the business that could use more support where I might be able to help?”
This question shows a manager that an employee is ready to take initiative and wants to contribute more broadly to the company’s goals and mission. Asking about these opportunities will likely make managers remember an employee’s name when new initiatives arise.
It’s also a great time to ask: “Are there any upcoming meetings or stakeholder conversations I could shadow or sit in on?”
Exposure is a key part of advancement. Being in the room, even just to observe, helps employees understand how decisions are made and who’s involved. This question lets the manager know that the employee asking it is ready and willing to learn more about the business’s operations outside of their role.
Questions That Focus On Long-Term Goals And Advancement
One of the most overlooked benefits of regular 1:1s is gaining clarity on one’s career path. However, a manager might not bring it up unless an employee does. Employees interested in advancing should speak up and ask what it takes to get where they want to go.
Ask:
“What would the path to promotion look like from here?”
This signals ambition and allows managers to share what’s realistic and required, as well as the support they can provide.
Or try: “What skills should I be building if I want to take on a leadership role in the future?”
That question turns a vague career goal into a roadmap and lets the manager know the employee is thinking ahead.
Employees can also frame the conversation around development by asking:
“Do you see any upcoming shifts in the team or company that would allow me to grow into a bigger role?”
This shows the employee is thinking about where the business is headed and how they might grow alongside it. Again, if a manager is aware of an employee’s interest, they might be more likely to recommend that employee when opportunities arise.
Questions That Strengthen The Professional Relationship
Don’t underestimate the importance of building a strong working relationship with a manager. A good relationship leads to better communication, more trust, and a greater likelihood that the manager will advocate for the employee’s growth when opportunities arise.
Employees can use part of their 1:1 to ask relational questions like:
“How can I make your job easier right now?” or “What’s something you wish your team knew more about your role?”
These questions show emotional intelligence and demonstrate that they see the bigger picture beyond their own tasks.
Employees can also ask:
“How do you prefer to give and receive feedback?” or “Is there anything I could do differently to make our collaboration more effective?”
These questions not only open the door to more productive working dynamics but also position the employee as someone who values collaboration and accountability. Building a relationship with a manager isn’t about flattery. It’s about alignment.
When employees understand their manager’s goals, pressures, and preferences, they’re better equipped to position their contributions in ways that matter. Over time, these relational investments can pay off in mentorship, sponsorship, and stronger career support.
How To Keep These Conversations Productive
Asking strong questions is just the start. To get the most out of a 1:1 with a manager, come prepared with updates, context, and a willingness to hear hard truths. Take notes during conversations and follow up on action items.
Employees who received concrete feedback from their manager after asking one or more of these questions should circle back later to show they’ve acted on it. Employees who ask about a promotion path should document the conversation and revisit it in a few months to show progress.
Growth doesn’t happen all at once. It’s built in these smaller check-ins, when employees show up engaged and ready to evolve.
Turning 1:1 Questions for Managers Into Career Momentum
Regular 1:1s with a manager aren’t just about tasks. They’re a chance to invest in career growth. By asking thoughtful, intentional questions, employees can move from managing the work to managing their careers. Showing curiosity, drive, and strategic thinking in these conversations helps employees stand out. The right question at the right time could change everything.
Frequently Asked Questions
Why Are 1:1 Meetings Important For Career Growth?
They provide a dedicated space for feedback, coaching, and strategic conversations that don’t always happen during day-to-day work.
What Should I Ask My Manager In A 1:1?
Ask about performance, growth opportunities, visibility, team goals, and long-term career paths to maximize development.
How Often Should I Discuss Career Goals With My Manager?
At least once a quarter, but use smaller check-ins to revisit progress and clarify priorities regularly.
