1:1 Manager Guide
Nox Group
Where are you in the 1:1 process?
Select the option that best describes where you are today.
I'm brand new to this
I have not completed a Nox Group 1:1 before, or I need a full refresher on the process.
I'm completing the documentation in Nexus
I have the form open and need guidance on what each section requires.
I'm preparing for the sit-down meeting
My 1:1 has been approved and I am getting ready to meet with my employee.
I have a question
I need clarification on a specific situation or circumstance not covered in my training.
For full process details, reference the One on One — Manager Guide in Guru.
Brand New to This
What do you need help with?
Select the area that feels most unfamiliar.
Give me the big picture
How the overall process works from start to finish.
Walk me through the three sections
What each section is for and what is required from me.
Show me what my employee will see
A full breakdown of visibility rules for each section of the form.
Help me understand the Career Path categories
Definitions, expectations, and guardrails for Coach, Retain, Prepare & Develop, and Promote.
For full process details, reference the One on One — Manager Guide in Guru.
Completing in Nexus
What do you need help with?
Select the section you are currently working through.
Standard Works & Versatility Matrix
Section 1 — visible to employee. Covers competency scores and skill proficiency.
Career Path Categorization
Section 2 — manager only. Never visible to the employee under any circumstances.
Performance Feedback & Rating
Section 3 — ratings are private, written feedback is visible to the employee.
Show me what my employee will see when I submit
A complete visibility breakdown before you finalize and submit the form.
For full process details, reference the One on One — Manager Guide in Guru.
Preparing for the Sit-Down
What do you need help with?
Select what you would like to prepare for before the meeting.
Tell me how to run the conversation
A step-by-step guide for conducting the sit-down meeting with your employee.
Show me what my employee sees during the meeting
Understand the full visibility picture so there are no surprises in the room.
Remind me of the Career Path categories
A quick reference on all four categories before walking into the room.
Explain the 1:1 statuses in Nexus
What each status means and what action it requires from you.
For full process details, reference the One on One — Manager Guide in Guru.
Brand New › The Big Picture
The 1:1 Process
A two-month cycle, three times a year, for all Admin employees with 90+ days at Nox Group.
!
What employees see — and don't
Employees only see your written feedback, their Versatility Matrix, and post-meeting notes. They never see ratings or Career Path Categorization. The rating is your calibration tool — not theirs.
3
Three sections in the form
Versatility Matrix, Career Path Categorization, and Performance Feedback & Rating — each with different visibility rules and different purposes. See the full breakdown →
Am I ready to start?
A quick checklist to run through before opening Nexus for the first time.
Common mistakes to avoid
What first-time managers most often get wrong — and a few that come up every cycle.
For full process details, reference the One on One — Manager Guide in Guru.
Big Picture › Am I Ready to Start?
Before You Open Nexus
Run through this before starting your 1:1 form. It takes two minutes and prevents most first-time mistakes.
1
You have been observing this employee consistently. You are rating four months of performance — not just recent weeks. If you have had limited visibility, speak with your skip-level before you begin.
2
You know what Career Path category they were in last cycle. Employees carry forward their previous category as a starting point. If this is their first 1:1, they default to Retain.
3
You have specific examples ready — not just general impressions. The feedback section requires evidence, not sentiment. Think about real moments, real outputs, and real behaviors you observed.
4
You understand what your employee will and will not see. Career Path and ratings are private. Written feedback and the Versatility Matrix are visible. If you are unsure, review the visibility screen before writing anything.
5
If you are placing someone in Coach, loop in your HRBP first. Do not complete a Coach 1:1 without prior HRBP involvement. This category has formal HR implications.
6
You have enough time set aside to do this properly. Do not begin the form if you have fewer than 60 minutes available. The feedback section requires focused, uninterrupted thought.
For full process details, reference the One on One — Manager Guide in Guru.
Big Picture › Common Mistakes
What to Avoid
The most common mistakes made during the 1:1 process — by first-timers and returning managers alike.
⚠️
Writing feedback that contradicts the Career Path category. If you place someone in Coach but write warm, positive feedback, the employee leaves confused and the documentation is inconsistent. The tone and content of feedback must match the category.
⚠️
Sharing the Career Path category label with the employee. The category is an internal planning tool. Saying "you are in Coach" directly creates confusion and carries HR implications. Discuss the substance and expectations — not the label.
⚠️
Adjusting Versatility Matrix scores without documented evidence. Scores should rarely decrease and should only be changed when there is clear, observable proof of a skill shift. Intuition alone is not sufficient justification.
⚠️
Writing vague or generic feedback. Statements like "does a good job" or "needs to improve communication" do not give employees anything actionable. Feedback must reference specific examples, specific behaviors, and specific expectations going forward.
⚠️
Waiting until the final days of the submission window. The form must go through 2nd level manager review before the sit-down can occur. Submitting late compresses the approval window and risks pushing the meeting outside the designated cycle period.
For full process details, reference the One on One — Manager Guide in Guru.
The Three Sections
What's in the Form
Three sections. Two are manager-only. One is partially visible to your employee.
1
Standard Works — Versatility Matrix
Visible to EmployeeOnly appears if the employee's role has defined Standard Works. Review competency scores and update only when there has been a clear, measurable change. Most 1:1s will not require updates to this section.
Scores should rarely decrease — only change when there is clear evidence. Updated scores display in green.
2
Career Path Categorization
Manager OnlyYour private assessment of where this employee sits in their career trajectory at Nox Group. You will place them in one of four categories and build a corresponding action plan. This section is never visible to the employee.
First-time employees default to Retain. After the first cycle, they carry forward their previous category.
3
Performance Feedback & Rating
Partial VisibilityThe most important section. You assign a private performance rating across up to four dimensions, then write the feedback your employee will actually see. The rating is never shared — only the written feedback is visible.
Written feedback must align with the employee's Career Path category. The feedback is what they take away from the entire 1:1 process.
For full process details, reference the One on One — Manager Guide in Guru.
Visibility Rules
What Employees See
Understand this before writing a single word in the form.
Versatility Matrix and competency scores
Employee sees this
Career Path Categorization and all manager notes
Manager only
Performance ratings (Transformative, Driving, etc.)
Manager only
Written performance feedback
Employee sees this
Employee's own answers and notes
Employee sees this
Notes added in Nexus after the conversation, before final submission
Employee sees this
?
Why ratings are kept private
Experience has shown that when people see a rating label, it tends to overshadow the feedback itself — and the feedback is what actually matters. Keeping ratings private means the conversation stays where it belongs: on what you observed, what's working, and what needs to change. Remember, the managers having these conversations receive their own 1:1s too. This is meant to be a human conversation, not a scoring exercise.
For full process details, reference the One on One — Manager Guide in Guru.
Completing in Nexus › Versatility Matrix
Standard Works &
Versatility Matrix
Versatility Matrix
Section 1 of 3 — visible to your employee.
?
What is this section?
A skills tracking tool that shows how proficient your employee is across role-specific tasks. This section only appears if the employee's role has Standard Works defined. If it is not present in your form, it does not apply to this role yet.
→
What do you do here?
Ask yourself: does this still accurately reflect what this person can do?
If nothing has meaningfully changed — do nothing. Most reviews will not require an update to this section.
If there has been a clear, measurable change in skill or proficiency — update the score. It will display in green once updated.
If nothing has meaningfully changed — do nothing. Most reviews will not require an update to this section.
If there has been a clear, measurable change in skill or proficiency — update the score. It will display in green once updated.
Scores should rarely decrease. Only adjust based on clear, documented evidence — not a single incident or a general impression.
✓
Competencies can be updated outside of the 1:1 cycle
You do not need to wait for a 1:1 cycle to adjust a competency score. If there is a clear, demonstrable change in skill level at any point during the year, update it when it occurs.
For full process details, reference the One on One — Manager Guide in Guru.
Career Path Categorization
Career Path
Categorization
Categorization
Manager-only. Your employee never sees this section or the notes within it.
?
What is this for?
This is your private assessment of where your employee sits in their career trajectory at Nox Group. The category you choose determines what actions are expected of you, your skip-level manager, and HR — and directly informs how you write your performance feedback.
First-time employees default to Retain. After the first cycle, they carry forward their previous category as a baseline.
Coach
3–6 months · Needs Intervention
Employee is misplaced, misaligned, or not meeting minimum expectations. Requires HRBP involvement and a documented 90-day improvement plan. This is the most active and closely managed category.
⏱ Guardrail: Cannot remain in Coach for more than two consecutive 1:1 cycles without a formal PIP in place.
Retain
Ongoing · Solid Contributor
Employee is in the right role, consistently meeting expectations, and should continue developing their in-role skills. These employees are the backbone of Nox Group. Recognize their value and ensure they feel seen.
Prepare & Develop
1–2 years · Growth Track
Employee is developing well in their current role and may be ready for additional responsibility within two years. Build a challenge plan with cross-functional exposure and identify the target next role with your skip-level manager.
⏱ Guardrail: Cannot remain here for more than two years without advancement, promotion, or intentional recalibration to Retain.
Promote
3–12 months · Advancement Ready
Employee is excelling in their current role and at risk of leaving if advancement opportunities are not provided. Build a fast-paced development plan and actively advocate for this employee with leadership.
⏱ Guardrail: Cannot remain in Promote for more than one year without a meaningful next step or intentional realignment to Prepare & Develop or Retain.
Want a deeper understanding of Career Path Categorization?
The One on One — Manager Guide in Guru contains the full breakdown of each category, including required actions by role, quarterly expectations, and optional prompts to help you write the performance feedback section.
Ask Guru: "What are the required actions for a manager with an employee in the Promote category?"
Ask Guru: "What are the required actions for a manager with an employee in the Promote category?"
For full process details, reference the One on One — Manager Guide in Guru.
Completing in Nexus › Performance Feedback & Rating
Performance Feedback & Rating
Rate each dimension independently. Select the tab, find the rating that fits, and use Nexus prompts to write your feedback.
Click to learn more about each rating. The rating you choose should best reflect their performance over the last four months. Your written feedback aligns these ratings with the Career Path category you assigned.
THIS IS A REFERENCE TOOL, NOT THE 1:1 SUBMISSION.
Complete this and all sections of the 1:1 in Nexus.
Remember, ratings are not shared with employees.
THIS IS A REFERENCE TOOL, NOT THE 1:1 SUBMISSION.
Complete this and all sections of the 1:1 in Nexus.
Remember, ratings are not shared with employees.
As Their Role
As an Employee
As a Peer
As a Leader
How they perform their actual job — accuracy, efficiency, and completeness. For Directors and Executives, balances operations and strategy.
How they show up for the company — models accountability, communicates proactively, and aligns with company direction.
How they work with others — collaborates with teammates to achieve enterprise goals.
People managers only. Building capability, setting expectations, and giving consistent feedback. For Directors and Executives: developing next-level managers.
For full process details, reference the One on One — Manager Guide in Guru.
Sit-Down › Running the Conversation
The Sit-Down
Conversation
Conversation
Month 2 of the cycle. At least one hour. In person when possible. Be direct, be specific, and allow the conversation to go both ways.
1
Schedule at least one hour — in person whenever possible. If meeting on Teams, cameras must be on.
2
Pull up the 1:1 in Nexus during the meeting. At this stage you will have visibility to both your completed notes and your employee's portion of the form.
3
Review the Versatility Matrix together if it applies to the employee's role. Walk through any competency adjustments you made and the reasoning behind them.
4
Walk through your Performance Feedback as a conversation — not a read-aloud. Give your employee space to respond and share their own notes and perspective.
5
Do not share Career Path category labels. Discuss direction, expectations, and the plan going forward — not the category name itself.
6
Add post-meeting notes in Nexus before submitting. These notes will be visible to the employee in the final 1:1 record.
7
Submit when the meeting is complete. The employee will then see your written feedback, their own notes, the Versatility Matrix, and any meeting notes — nothing else.
!
Employees Placed in Coach
Invite your manager to be present for the sit-down meeting for any employee placed in the Coach category. Their presence ensures there is no ambiguity around expectations, accountability, or next steps.
For full process details, reference the One on One — Manager Guide in Guru.
1:1 Statuses
Status Definitions
What each status in Nexus means and what action it requires from you.
New
The 1:1 has been generated and is ready for you to complete. No action has been taken yet.
Needs Approval
You have submitted the form. It is currently with your 2nd level manager for review and approval.
Change Requested
Your manager has returned it with notes. Open the form, read their feedback, make the requested changes, and resubmit.
Ready to Complete
Approved by your 2nd level manager, but you are still within Month 1. The sit-down meeting has not yet occurred.
Ready for Meeting
Approved and you are now in Month 2. Schedule and hold your sit-down conversation with the employee.
Complete
The employee has completed their portion of the form. This 1:1 cycle is fully closed.
For full process details, reference the One on One — Manager Guide in Guru.
Ask Guru
Ask Guru
Guru knows this process inside and out. Ask your question in plain language — no special formatting required. Every question you ask helps train Guru and makes it more useful for everyone at Nox Group.
Example questions to ask Guru
What happens if my employee does not show improvement while in the Coach category?
Can I edit a 1:1 after it has been approved by my manager?
What if an employee transfers to a new manager mid-cycle?
How does being placed in the Coach category affect an employee's compensation?
What is the difference between Prepare & Develop and Promote?
Pro tip: Starting your question with "In the Nox Group 1:1 process..." helps Guru focus on the right documentation and return a more accurate answer.
For full process details, reference the One on One — Manager Guide in Guru.
