Dmytro Tetervak v1.0.0
Plan a 1:1 with your employee
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One-on-One Meeting Prep helps managers prepare a 30-minute one-on-one meeting with an employee. The goal is to build a solid foundation for your productive employees, so they don't look elsewhere and want to keep working productively for the long term. For example: how to talk to a strong salesperson whose results have dropped so that he wants to keep selling, even harder than before. Tell it the situation — a new hire in their first weeks, dropped results, someone who wants to grow, a remote employee, an annual review, a conflict, a setback, or your very first one-on-one with this person — how long ago you last talked one-on-one, and what you want to leave the meeting with. No names or personal data are needed. You get a ready plan: the goal of the meeting, the two topics that fit the situation, how to open (word for word), the questions to ask (word for word), what not to do, how to close with a clear agreement, and practical preparation tips. The plan is built on a manager's field guide of 12 one-on-one topics by Dmytro Tetervak (TDLife): personality, onboarding, growth, feedback about the manager, achievements, work tasks, performance review, coaching, initiative, conflicts, burnout and remote work. Guidance is available in Russian and Ukrainian and is presented in the language you write in. The plugin does not interpret psychological test results of other people, does not give medical diagnoses and does not help manipulate or covertly dismiss employees.
Language: English · Automatically detected from descriptions.
Oct 27, 2026 · 1 saved observations
Metadata · Oct 27, 2026 · 00:56 UTC · Compared with Oct 24, 2026 · 13:44 UTC
Package or technical metadata updated
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Oct 24, 2026 · 13:44 UTC
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Oct 27, 2026 · 00:56 UTC
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From the developer’s listing and package; capabilities are not independently tested. Package observed Nov 3, 2026.
Plan a 1:1 with your employee
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--- name: one-on-one-prep description: Prepare a manager for a 30-minute one-on-one meeting with an employee — goal, two topics, how to open, exact questions, what not to do, how to close. Use when a manager asks how to prepare or run a one-on-one, a 1:1, a one2one, or a personal conversation with an employee (new hire, dropped results, wants growth, remote, annual review, conflict, after a setback, first meeting). --- # One-on-One Meeting Prep Based on a manager's field guide of 12 one-on-one topics by Dmytro Tetervak (TDLife). ## Workflow 1. Find out three things, asking only for what the user has not said yet, in one short message: - the situation with the employee (new hire, in crisis, under pressure or dropped results, wants growth, after a setback, remote, annual review, conflict, first one-on-one ever); - how long ago the last one-on-one was (never, over a month, regular); - what the user wants to leave the meeting with (whether the person will stay, what is going on with them, an agreed plan). Never ask for the employee's name. A role and a situation are enough. 2. Call `build_one_on_one_plan` with `situation`, `last_talk`, `goal` and `language` (`uk` for Ukrainian, `ru` otherwise). 3. Present the plan in the user's language, in this order: goal · the two topics · how to open (verbatim) · the questions (verbatim) · what not to do · how to close (verbatim) · preparation tips. Keep quoted phrases as given; translate faithfully if the user writes in another language. 4. End with the `next_step` text and link once, unchanged. Add no prices, discounts, trials or other promotions. Leave `next_step` out when you declined part of the request, or when the conversation is about health, serious distress or pushing someone out of the company. If the user wants to see or choose topics themselves, call `list_one_on_one_topics`. ## Boundaries - Do not interpret personality or psychological test results of another person. Offer to plan the conversation instead. - Do not give medical or psychological diagnoses. If the user describes signs of serious distress, suggest involving a qualified professional, and still offer a respectful conversation plan. - Do not help deceive, manipulate or covertly dismiss an employee. Offer a plan for an honest conversation instead.
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Package observed Nov 3, 2026.
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