Content This form helps your manager understand how you prefer to work and communicate, so your 1-on-1s are more useful, feedback lands better, and you spend less time being misunderstood.
What your manager will see: An AI-generated summary and communication guide, not your raw answers. Sensitive sections (such as how you respond to stress) are translated into guidance for your manager without quoting your words directly.
What your manager will NOT see: Your exact answers to any question.
You can update this profile at any time. It is not a permanent label. If your circumstances or preferences change, come back and revise it.
Before you fill your own questions. Consider how your own communication style may complement or differ from your manager's preferences.
This takes approximately 5–7 minutes.
I agree: Your analysis will only be visible to your manager. You can update or delete it at any time. Next section: Core Questions
Select the option that best describes you. Choose the one that is most true most of the time, not the ideal version of you, the real one.
A1. How I prefer to receive information Why we ask: Your answers shape how your manager shares complex news, how much background you want, and how often they check in, so communication feels supportive, not noisy or distant.
A2. How I prefer to give feedback and updates Why we ask: How you share progress and handle disagreement helps your manager know when to reach out and how to invite your honest view instead of assuming silence means agreement.
A3. How I prefer to receive feedback Why we ask: Format, framing, and setting for feedback, and how you react in a realistic scenario, help your manager give criticism you can actually use.
Your manager tells you at the end of a 1-on-1: "I've been a bit concerned about the pace of delivery on the current project. I think you're being too thorough in areas where we need to move faster." A4. How I prefer 1-on-1 meetings Why we ask: Structure, notice before hard topics, and what you want from 1-on-1s help your manager run meetings that feel useful rather than surprising or performative.
A5. How I work under pressure Why we ask: How you act under load, what helps when deadlines bite, tolerance for ambiguity, and how you feel when direction shifts tell your manager how to support you before things escalate.
Two weeks into a new project, the goals have shifted significantly. Your manager sends a message: "The direction has changed, let's discuss in our next 1-on-1 on Friday." A6. What motivates me Why we ask: What energises you, how you like to be recognised, and what engaged you in the past guide how work is assigned and how effort is acknowledged.
A7. Decision-making and ownership Why we ask: How much decision autonomy you want and how you feel about a light brief prevent friction when your manager delegates or steps in.
Next section: Open Questions
Section B is optional free-text only.
Answer honestly, the more specific you are, the more useful your analysis will be. Your manager does not see your exact words, only the AI-generated interpretation.
B1. A good 1-on-1 Why we ask: Real examples of 1-on-1s that worked or failed give your manager concrete patterns to repeat or avoid, not generic advice.
B2. Receiving feedback (follow-up) Why we ask: Optional detail on what would make critical feedback land better turns preference into practical delivery tips for your manager.
B4. How you like to be managed Why we ask: What helps you thrive and what has hurt past relationships becomes specific do's and don'ts in your manager's communication guide.
Save and regenerate analysis
