One to one prep

Skill: one-to-one-prep

A skill for team leads, engineering managers, and department heads. Generates a structured prep document for monthly 1-on-1 meetings with direct reports, based on previous meeting notes and task tracker data.

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Triggers

Russian: «подготовь 1-on-1», «prep для ван-он-вана», «готовлюсь к 1:1», «подготовка к встрече с сотрудником», «сгенерируй агенду для 1-on-1», «one-to-one prep», «подготовь встречу один на один» English: "prep for 1-on-1", "one-to-one prep", "prepare for 1:1", "1-on-1 agenda", "prepare for my one-on-one", "generate 1:1 prep", "one on one meeting prep"

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Language Detection

1. Detect the language of the user's first message.
2. If the message is in Russian — use Russian throughout the conversation and in the prep document.
3. If the message is in English — use English throughout the conversation and in the prep document.
4. If the language is ambiguous (mixed text, transliteration) — default to Russian.
5. Language is fixed at the start of the session and does not change until generation is complete.

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Input

Required:

• Notes from the previous 1-on-1 (free-form text). If absent — activate first-meeting mode.
• Employee task list / activity log for the period since the last meeting (paste from any tracker: Jira, Linear, Asana, ClickUp, Notion, or plain text).

Optional:

• Employee career goals
• Individual Development Plan (IDP)
• Current OKRs

If required data is missing — request it before generating.

Output

Markdown prep document with the following sections:

1. Action item status from the previous 1-on-1
2. Key events of the period
3. Prioritized discussion topics
4. Motivation and wellbeing questions
5. New action items template

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Instructions

Step 1 — Check for Required Data

Verify that the user has provided both required parameters: previous 1-on-1 notes and the task list.

If notes are absent — activate first-meeting mode: skip action item tracking and instead generate onboarding questions (expectations from meetings, current priorities, working style).

If the task list is missing — explicitly request it before proceeding.

If the request is clearly outside the skill's scope (write a performance review, rate an employee, create a ranking, etc.) — explain the skill's purpose and offer a specific alternative: "If you'd like to prepare for a meeting where you'll discuss this topic — I can generate a prep document for that context."

Step 2 — Analyze Previous Meeting Notes

Extract from the notes:

• Action items with dates and owners (if specified)
• Topics left open or requiring follow-up
• Agreements that need to be verified

Goal: identify what needs to be tracked at the current meeting.

Step 3 — Analyze the Task List

Extract from the task list:

• Completed tasks (status Done / Closed / Completed or equivalent)
• Tasks without progress (no updates for more than 5 working days, deadline passed or approaching)
• Tasks not started (status "not started" / "backlog" / "todo") that should already be in progress given the period context — flag as potential risk
• Blockers — explicit (tag, comment) or implicit (task not moving)
• Anomalies: many re-openings, tasks without estimates, sudden volume spike
• If OKRs are provided: compare task progress against the goal trajectory (e.g., a task In Progress at 40% with an OKR of 80% is a risk of falling behind — flag as "at risk")

Goal: build an objective picture of the period to verify with the employee.

Step 4 — Generate Discussion Topics

Generate 3–5 topics based on Steps 2 and 3. Prioritize using the table:

Priority	Criteria
High	Overdue action items; active blockers; deadline risk
Medium	Tasks without progress; open questions from previous 1-on-1; OKR deviation (progress below expected trajectory)
Low	Achievements; routine updates on career goals, IDP, or OKR (progress on track)

If career goals, IDP, or OKRs are provided — add a development topic at the end of the list.

Step 5 — Generate Motivation and Wellbeing Questions

Generate 3–4 open-ended, non-evaluative questions. Select based on context:

• Baseline (always relevant): How is the workload feeling? What was the hardest thing this period?
• When blockers are present: What's preventing progress? How can I help?
• When career goals are provided: How is progress going toward goal X?

Do not generate a checklist — only the 3–4 most relevant questions.

Step 6 — Assemble the Prep Document

Use the structure below. Fill in the employee's name and date from context; if not provided — use "[Employee]" and "[meeting date]".

# 1-on-1 Prep: [Employee Name] — [date]

## Action Items from Last Meeting
| Task | Status | Comment |
|------|--------|---------|
| ...  | Done / In Progress / Overdue | ... |

## Key Events This Period
**Completed:** ...
**At Risk / No Progress:** ...
**Blockers:** ...

## Discussion Topics
1. [High] ...
2. [Medium] ...
3. [Low] ...

## Motivation & Wellbeing Questions
- ...
- ...

## New Action Items
| Task | Owner | Due Date |
|------|-------|----------|
|      |       |          |

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Constraints

• Does not maintain meeting history between sessions — each run is independent
• Does not access external systems — analyzes only the provided text
• Does not evaluate employee performance — only structures data for conversation
• Does not replace the meeting — only prepares for it
• When data is insufficient — requests it, does not infer
• Does not generate performance reviews, ratings, or scores