One-on-One Survey Questions
Get feedback in minutes with our free one-on-one survey template
The One-on-One Survey is a targeted individual feedback form designed for managers and team leaders to gather candid insights and performance feedback. Whether you're a project coordinator or department head, our one-on-one questionnaire template helps collect essential data to improve communication, understand opinions, and drive growth. This free-to-use, fully customizable, and easily shareable survey makes gathering feedback straightforward, and you can also explore our Online Survey and Personal Survey templates for broader applications. With a professional yet friendly tone, this template ensures implementation is simple and valuable. Ready to dive in? Get started today and make the most of every conversation.
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Top Secrets to Rock Your One-on-One Surveys
One-on-one surveys are like secret tête-à-têtes that let your respondents spill the tea in ways group sessions just can't. Pop in a warm-up question like "What's the one feature that makes you do a happy dance with our service?" and watch the magic happen - just as Kathryn A. Stofer proves in her deep dive (UF/IFAS), and Mark Palmerino highlights over at (Quirks).
Before you roll up your sleeves, whip out our survey maker to plan everything from A to Z. Pair it with an Online Survey tool for smooth scheduling and dive deep using a Personal Survey that's crafted just for them. Kick things off with "What single tweak would make your day brighter?" and set a fun, open vibe.
Balance is your BFF: sketch a loose roadmap, then let the convo wander where it wants. That blend of structure and spontaneity keeps respondents relaxed and the insights flowing. When you ask, "What's one change that would truly wow you?" you'll uncover the golden nuggets every time - just like the UF/IFAS guide and Quirks recommend.
What Pros Know: 5 Essential Mistakes to Dodge in Your One-on-One Surveys
Even the savviest survey designer can trip up on vague or leading questions. Asking "How do you feel about our performance?" might leave your respondent wondering where to start. Public Opinion Strategies drives home that clarity is king (Public Opinion Strategies), and the CDC chimes in on the precision playbook (CDC).
Skipping the trust-building warm-up is another sneaky misstep. Launch a User Survey to guarantee anonymity, then pair it with a Short Survey format to keep attention sharp. A clear ask like "What's one tweak we could make to improve your experience?" shows you value honesty - and results in gold-star feedback.
And please, resist the urge to cram in 50 questions at once. Quality always beats quantity - overloading sessions can bury your best insights. Instead, zero in on what really matters. Ready to shortcut the guesswork? Browse our survey templates and kick-start killer one-on-one interviews today!
One-on-One Survey Questions
Personal Relationship Feedback
This category features one on one survey questions that help gauge personal interactions and feedback. Best practice tip: Keep questions open-ended to encourage honest responses.
| Question | Purpose |
|---|---|
| How do you feel about the current rapport between you and your manager? | This question explores relationship quality. |
| What aspects of personal communication could be improved? | Highlights areas for better interpersonal dialogue. |
| Can you describe a recent instance of effective one on one communication? | Aims to identify successful interactions. |
| Which personal traits in leadership do you value the most? | Reveals values in interpersonal leadership. |
| How comfortable are you discussing sensitive topics during your meetings? | Assesses comfort levels in personal discussions. |
| What feedback approach motivates you most? | Determines effective personal feedback methods. |
| How do your one on one survey questions enhance your understanding of relationships? | Encourages self-reflection on communication strategies. |
| What role does empathy play in your one on one interactions? | Evaluates the influence of empathy in dialogue. |
| How do you address misunderstandings in private meetings? | Identifies strategies for conflict resolution. |
| What improvements do you recommend for better personal feedback? | Collects constructive suggestions for interpersonal growth. |
Performance and Skills Evaluation
This category uses one on one survey questions to assess job performance and skill sets. Best practice tip: Ask for examples to help interpret responses accurately.
| Question | Purpose |
|---|---|
| How effectively do you believe your skills are being utilized? | Measures job satisfaction and utilization. |
| What skill improvements would enhance your performance? | Identifies areas for professional development. |
| Can you provide an example of a recent success? | Highlights achievements and competence. |
| How do you rate the clarity of your current job responsibilities? | Assesses understanding of role expectations. |
| What training opportunities would benefit you? | Gathers suggestions for skill enhancement. |
| How do you evaluate your progress towards set goals? | Examines self-assessment and progress measurement. |
| How can supervisor feedback help improve your skills? | Investigates the impact of managerial advice. |
| What tools or resources do you believe you need? | Identifies necessary resources for better performance. |
| How clear are the performance expectations communicated to you? | Assesses clarity of performance criteria. |
| What motivates you to excel in your role? | Reveals intrinsic motivators affecting performance. |
Goal Setting and Future Plans
This category encompasses one on one survey questions aimed at setting clear goals and understanding future aspirations. Best practice tip: Frame questions that encourage detailed, actionable answers.
| Question | Purpose |
|---|---|
| What are your short-term career goals? | Focuses on immediate aspirations. |
| How do you envision your professional growth? | Encourages long-term planning. |
| What resources would help you achieve your goals? | Identifies support needed for success. |
| How aligned do you feel with the company's vision? | Examines individual vs organizational goals. |
| What additional training could aid your development? | Seeks recommendations for personal advancement. |
| How do you prioritize your objectives in daily tasks? | Assesses prioritization and time management skills. |
| What challenges do you foresee in reaching your goals? | Identifies potential obstacles to address. |
| How are you tracking progress towards your objectives? | Evaluates effectiveness of goal tracking strategies. |
| What milestones have you set to measure success? | Identifies metrics to gauge progress. |
| How can one on one survey questions assist you in planning your future? | Highlights the survey's role in clarifying priorities. |
Wellness Check and Support
This category offers one on one survey questions aimed at monitoring workplace well-being and support systems. Best practice tip: Use these questions to create a culture of open communication and support.
| Question | Purpose |
|---|---|
| How are you feeling about your overall work-life balance? | Assesses personal well-being. |
| Do you feel supported by your team and supervisor? | Evaluates support structures in the workplace. |
| What stressors in your role could be alleviated? | Identifies workplace stress factors. |
| How do you manage work-related stress? | Encourages discussion on stress management strategies. |
| What wellness initiatives would be beneficial? | Seeks suggestions for improvement in well-being programs. |
| How do you feel about the level of communication regarding wellness? | Assesses information flow on health matters. |
| What practices help you maintain personal balance? | Encourages sharing of personal coping mechanisms. |
| How can leadership better support your well-being? | Highlights areas for managerial improvement. |
| What role do one on one survey questions play in assessing your wellness? | Connects survey feedback to wellness improvement. |
| How open are you to discussing mental health at work? | Opens dialogue on mental health support. |
Career Advancement and Development
This category covers one on one survey questions focused on career growth and opportunities. Best practice tip: Tailor questions to reveal practical steps and barriers in career development to inform actionable strategies.
| Question | Purpose |
|---|---|
| What are your long-term career ambitions? | Identifies career aspirations and targets. |
| Which skills would you like to develop further? | Highlights areas for targeted skill growth. |
| How do you rate the opportunities for advancement? | Evaluates perceptions of career progression. |
| What barriers do you face in moving forward? | Identifies challenges in career advancement. |
| How can mentoring improve your career prospects? | Gathers insights on mentoring effectiveness. |
| What professional networks are you part of? | Explores the impact of networking on career growth. |
| How do you prepare for opportunities as they arise? | Assesses readiness for career opportunities. |
| What achievements are you most proud of? | Recognizes key accomplishments and strengths. |
| How can one on one survey questions uncover potential growth areas? | Links survey insights to career development. |
| What immediate steps can you take to advance your career? | Encourages actionable plans for improvement. |
FAQ
What is an One-on-One Survey survey and why is it important?
A One-on-One Survey survey is a personalized feedback session where one interviewer engages directly with an individual respondent to explore specific topics and concerns. It emphasizes detailed discussion and genuine insights while focusing on personal experiences. This type of survey is important because it builds trust and opens up honest dialogue, resulting in valuable feedback that can shape improvements and foster stronger relationships.
For best results, clearly define the survey's objective and prepare open-ended questions that invite comprehensive responses. Tailor each question to the respondent's role so that the conversation remains relevant and clear.
Always follow up with clarifying questions when needed to ensure a solution-focused dialogue that benefits both parties and enhances future survey sessions.
What are some good examples of One-on-One Survey survey questions?
Good examples of One-on-One Survey survey questions include inquiries that encourage in-depth responses and open dialogue. Ask questions that prompt detailed feedback on experiences, challenges, and suggestions for improvement. These questions might range from asking about satisfaction with recent changes to probing how specific processes affect daily work. Such questions are clear, direct, and invite respondents to share personal insights that go beyond surface-level answers.
A useful tip is to incorporate a mix of open-ended and some closed questions to capture various types of feedback.
Experiment with variations like one on one survey questions to gain different perspectives. Ensure that every question ties back to your survey objectives so that you can gather actionable and clear insights from each conversation.
How do I create effective One-on-One Survey survey questions?
Creating effective One-on-One Survey survey questions begins with a clear definition of your survey goals. Focus on questions that are simple, direct, and encourage a respondent to share meaningful personal experiences. Avoid ambiguity by concentrating on specific issues rather than broad opinions. This careful focus helps maintain a clear dialogue that yields insightful and relevant answers. Each question should serve a purpose in uncovering valuable individual feedback.
An additional tip is to pilot test your questions with a small group before using them more widely.
Use feedback to adjust the language and ensure clarity, and consider including synonyms like one on one survey questions where applicable. This process allows you to refine your questions so they effectively invite honest discussion and generate detailed, useful responses.
How many questions should an One-on-One Survey survey include?
The number of questions in a One-on-One Survey survey should reflect the depth of insight you want to achieve. Typically, a focused survey includes between six to ten questions to keep the conversation manageable and stress-free. A concise set of questions helps maintain clarity and encourages honest, thorough responses. This approach prevents fatigue and keeps the discussion centered, ensuring that each topic gets sufficient attention for a productive conversation.
A helpful strategy is to prioritize questions that target key issues or gaps in understanding.
Start with broader, easier questions and gradually progress to more detailed matters as the discussion evolves. This method lets you adjust the conversation as needed and keeps the respondent engaged throughout the session.
When is the best time to conduct an One-on-One Survey survey (and how often)?
The best time to conduct an One-on-One Survey survey is when respondents have the mental space to provide thoughtful feedback. It often works best during quieter work periods or after achieving project milestones. Regular sessions, perhaps quarterly or following significant changes, help maintain a continual and reflective dialogue. Scheduling well-timed surveys ensures that feedback is not rushed and is reflective of genuine experiences and sentiments.
It is also wise to consider individual availability so that each session feels unhurried and productive.
Plan the survey timing in line with workload peaks and troughs, and be consistent in your approach. Monitoring trends over time can help you adjust the survey schedule to best fit evolving needs while keeping the conversation natural and engaging.
What are common mistakes to avoid in One-on-One Survey surveys?
Common mistakes in One-on-One Survey surveys include asking overly complex, leading, or redundant questions that confuse or bias respondents. Surveys that lack focus or are too lengthy can also discourage honest dialogue. It is vital to use a neutral tone and clear language so that respondents feel comfortable sharing their views. Overly technical or loaded questions can diminish the quality of the feedback, making it harder to extract valuable insights.
A good tip is to review your survey design with a test audience and refine it based on their feedback.
Eliminate any unclear phrasing or overlapping topics, and keep the questionnaire succinct and straightforward. This careful review helps ensure that your One-on-One Survey survey remains engaging and productive, encouraging clear, unbiased responses that truly reflect the participant's experiences.
