{"id":32116,"date":"2025-08-01T09:00:00","date_gmt":"2025-08-01T13:00:00","guid":{"rendered":"https:\/\/www.sage.com\/en-us\/blog\/?p=32116"},"modified":"2025-08-01T03:46:26","modified_gmt":"2025-08-01T07:46:26","slug":"one-on-one-meetings","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-us\/blog\/one-on-one-meetings\/","title":{"rendered":"One-on-one meetings: A guide for managers and HR teams"},"content":{"rendered":"<header class=\"entry-header has-dark-background-color entry-header--has-illustration entry-header--has-illustration--generic\">\n\t<div class=\"container\">\n\t\t<div class=\"entry-header__row row align-center\">\n\t\t\t<div class=\"col col-lg-7 col-xlg-6 entry-header__content\">\n\t\t\t\t\t\t\t<div class=\"component component-single-header\">\n\t\t\t\t\t\t\t\t\t\t<div class=\"entry-header__misc text--subtitle text--uppercase text--small\">\n\t\t\t\t\t\t\t<a href=\"https:\/\/www.sage.com\/en-us\/blog\/category\/people-leadership\/\" class=\"entry-header__link\">People &amp; Leadership<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t<div class=\"entry-title-wrapper\">\n\t\t\t\t\t<h1 class=\"entry-title\">\n\t\t\t\t\t\tOne-on-one meetings: A guide for managers and HR teams\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t<p class=\"entry-header__description\">\n\t\t\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n\t<div class=\"single-post-details container\">\n\t\t<div class=\"col\">\n\t\t\t<span class=\"posted-on \"><time class=\"entry-date published\" datetime=\"2025-08-01T09:00:00-04:00\">August 1, 2025<\/time><\/span><span class=\"reading-time\"> min read<\/span>\n\t\t<button\n\t\t\ttype=\"button\"\n\t\t\tclass=\"social-share-button button button--icon button--secondary js-social-share-button\"\n\t\t\tdata-share-title=\"One-on-one meetings: A guide for managers and HR teams\"\n\t\t\tdata-share-url=\"https:\/\/www.sage.com\/en-us\/blog\/one-on-one-meetings\/\"\n\t\t\tdata-share-text=\"Please read this interesting article\"\n\t\t>\n\t\t\t<span class=\"social-share-button__share-label\">Share<\/span>\n\t\t\t<span class=\"social-share-button__copy-label\" hidden>Copy Link<\/span>\n\t\t\t<span class=\"social-share-button__copy-tooltip\" aria-hidden=\"true\" hidden>Copied<\/span>\n\t\t<\/button>\n\n\t\t\t\t<\/div>\n\t<\/div>\n<\/header>\n\n\n\n<div class=\"wp-block-post-author has-dark-background-color alignfull\">\n\t<div class=\"container\">\n\t\t<div class=\"col\">\n\t\t\t\t\t\t\t<div class=\"co-authors\">\n\t\t\t\t\t\n\t\t<div class=\"entry-author-wrapper\">\n\t\t\t<a class=\"entry-author\" href=\"https:\/\/www.sage.com\/en-us\/blog\/author\/joechurchwoods\/\">\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"40\" height=\"40\" src=\"https:\/\/www.sage.com\/en-us\/blog\/wp-content\/uploads\/sites\/2\/2025\/05\/Joe-Yard-2-crop-350x350.jpg\" class=\"entry-author__image\" alt=\"Joe Church Woods\" \/>\t\t\t\t<span class=\"entry-author__name\">Joe Church Woods<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n<p>A One-on-one meeting can be one of the most valuable parts of your working week when they\u2019re done well.<\/p>\n\n\n\n<p>Whether you\u2019re in HR or managing a team, these regular check-ins give your employees the space to talk honestly, feel heard and stay motivated.<\/p>\n\n\n\n<p>They should go beyond just tracking work.<\/p>\n\n\n\n<p>Use them to give people an opportunity to build trust, raise concerns early and focus on their personal growth.<\/p>\n\n\n\n<p>In this article, we walk you through what makes a great one-on-one meeting, how to run them effectively, and why they matter so much, especially in small and medium-sized businesses where every conversation counts.<\/p>\n\n\n\n<p><strong>Here&#8217;s what we&#8217;ll cover: <\/strong><\/p>\n\n\n<?xml encoding=\"utf-8\" ?><div class=\"wp-block-yoast-seo-table-of-contents yoast-table-of-contents\"><ul><li><a href=\"#h-what-is-a-one-on-one-meeting\" data-level=\"2\">What is a one-on-one meeting?<\/a><\/li><li><a href=\"#h-how-to-run-a-one-on-one-meeting\" data-level=\"2\">How to run a one-on-one meeting<\/a><\/li><li><a href=\"#h-one-on-one-meeting-agenda-what-to-include\" data-level=\"2\">One-on-one meeting agenda: What to include<\/a><\/li><li><a href=\"#h-what-kinds-of-questions-should-you-ask\" data-level=\"2\">What kinds of questions should you ask?<\/a><\/li><li><a href=\"#h-tried-and-tested-1-on-1-questions-to-ask-employees\" data-level=\"2\">Tried-and-tested 1-on-1 questions to ask employees<\/a><\/li><li><a href=\"#h-benefits-of-one-on-one-meetings\" data-level=\"2\">Benefits of one-on-one meetings<\/a><\/li><li><a href=\"#h-how-regular-one-on-ones-can-shift-culture\" data-level=\"2\">How regular one-on-ones can shift culture<\/a><\/li><li><a href=\"#h-final-thoughts\" data-level=\"2\">Final thoughts<\/a><\/li><\/ul><\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#gate-7eb80e5b-8bd0-40e7-be54-c8adc4116b3e\">Download your free copy of \u201cThe ultimate guide to choosing HR software&#8221;<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-a-one-on-one-meeting\">What is a one-on-one meeting?<\/h2>\n\n\n\n<p>A one-on-one meeting (also written as 1 on 1 or 1:1 meetings) is a private, recurring conversation between a manager and their direct report.<\/p>\n\n\n\n<p>If your employees ask, \u201cWhat\u2019s the purpose of 1-on-1 meetings?\u201d, remember it\u2019s not supposed to be used as a<a href=\"https:\/\/www.sage.com\/en-us\/blog\/end-of-the-annual-performance-appraisal\/\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a0performance review,<\/a> nor just about getting updates on tasks.<\/p>\n\n\n\n<p>It\u2019s a space for open, honest dialog about anything that matters to the employee\u2014whether that\u2019s workload, <a href=\"https:\/\/www.sage.com\/en-us\/blog\/performance-wellbeing-doing-less-to-achieve-more\/\" target=\"_blank\" rel=\"noreferrer noopener\">wellbeing<\/a>, goals, challenges, or something else entirely.<\/p>\n\n\n\n<p>It should be thought of more as a standing date in the diary where an employee has your full attention.<\/p>\n\n\n\n<p>And it can often be one of the few moments where everything else gets paused and the focus is entirely on them.<\/p>\n\n\n\n<p>These meetings are especially important for creating psychological safety in your team.<\/p>\n\n\n\n<p>When people know they have a safe space to talk regularly, they\u2019re more likely to raise concerns early, seek help when they need it, and feel more engaged in their work.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-to-run-a-one-on-one-meeting\">How to run a one-on-one meeting<\/h2>\n\n\n\n<p>There\u2019s no perfect formula but a few best practices can make your one-on-ones much more meaningful.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-first-consistency-matters\">First, consistency matters<\/h3>\n\n\n\n<p>Whether you\u2019re meeting weekly, fortnightly or once a month, keeping to a regular rhythm helps to build trust.<\/p>\n\n\n\n<p>It shows the meeting is a priority, not something that gets bumped when things get busy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-make-time-for-it-properly\">Make time for it properly<\/h3>\n\n\n\n<p>Half an hour is a good place to start, but the key is to give the person your full attention.<\/p>\n\n\n\n<p>That means not checking emails during the call or meeting and not ending your time early so you can rush straight into another meeting.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-the-most-impactful-one-on-ones-are-collaborative\">The most impactful one-on-ones are collaborative<\/h3>\n\n\n\n<p>As a manager, you might suggest a structure, but the employee should feel comfortable shaping the agenda too.<\/p>\n\n\n\n<p>Invite them to bring the topics they want to talk about.<\/p>\n\n\n\n<p>This helps to make the meeting work like a two-way conversation, rather than a status update.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-and-perhaps-most-importantly-really-listen\">And perhaps most importantly, really listen<\/h3>\n\n\n\n<p>The most effective one-on-one meetings aren\u2019t the ones where a manager offers loads of advice.<\/p>\n\n\n\n<p>They\u2019re the ones where your employee feels heard, supported and empowered to act.<\/p>\n\n\n\n<p>After the meeting, it helps to write a quick summary of what you discussed and anything you agreed to follow up on.<\/p>\n\n\n\n<p>It doesn\u2019t need to be formal. Even just a short note or email can help you both stay aligned.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-one-on-one-meeting-agenda-what-to-include\">One-on-one meeting agenda: What to include<\/h2>\n\n\n\n<p>You don\u2019t need a long, rigid structure to have a productive conversation. But having a rough agenda can help both parties come prepared.<\/p>\n\n\n\n<p>Here\u2019s what you can do:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-check-in\">Check-in<strong><\/strong><\/h3>\n\n\n\n<p>Most meetings start with a simple check-in. This could be as casual as asking how someone\u2019s week is going.<\/p>\n\n\n\n<p>A few minutes of small talk might seem unimportant but it often sets the tone for a more relaxed and open conversation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-workload-review\">Workload review<strong><\/strong><\/h3>\n\n\n\n<p>Talk through current projects, upcoming deadlines or any blockers.<\/p>\n\n\n\n<p>Not in a micromanaging way, more of a chance to ask how things are going, whether they\u2019re facing any blockers, and if there\u2019s anything they need help with.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-development-and-goals\">Development and goals<strong><\/strong><\/h3>\n\n\n\n<p>Ask about their longer-term aspirations.<\/p>\n\n\n\n<p>Are they working towards any<a href=\"https:\/\/www.sage.com\/en-us\/blog\/3-ways-performance-management-has-changed\/\" target=\"_blank\" rel=\"noreferrer noopener\">\u00a0development goals<\/a>?<\/p>\n\n\n\n<p>What skills do they want to build?<\/p>\n\n\n\n<p>Would they like to try something new?<\/p>\n\n\n\n<p>This is where one-on-one meetings really shine. You\u2019re not just talking about the day-to-day.<\/p>\n\n\n\n<p>You\u2019re supporting someone\u2019s long-term growth.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-feedback-both-ways\">Feedback (both ways)<\/h3>\n\n\n\n<p>Ideally, this should go both ways.<\/p>\n\n\n\n<p>You might share something they\u2019ve done well or an area to develop.<\/p>\n\n\n\n<p>And just as importantly, ask for feedback yourself.<\/p>\n\n\n\n<p>Questions such as, \u201cIs there anything I could be doing differently to support you?\u201d help normalize the idea that everyone can improve, even managers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-wrap-up-and-actions\">Wrap up and actions<\/h3>\n\n\n\n<p>Before you wrap up, take a minute to agree any next steps.<\/p>\n\n\n\n<p>Maybe you\u2019ve promised to find budget for a course, or they\u2019ve said they\u2019ll send over ideas for a project.<\/p>\n\n\n\n<p>Making a quick note of what you\u2019ve both committed to helps to keep momentum going between meetings.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#gate-7eb80e5b-8bd0-40e7-be54-c8adc4116b3e\">Download your free copy of \u201cThe ultimate guide to choosing HR software&#8221;<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-kinds-of-questions-should-you-ask\">What kinds of questions should you ask?<\/h2>\n\n\n\n<p>One-on-ones shouldn\u2019t feel like an interrogation. But a few thoughtful questions can help spark a more meaningful conversation.<\/p>\n\n\n\n<p>You might ask about highlights from the past week, or whether anything\u2019s felt particularly challenging.<\/p>\n\n\n\n<p>It\u2019s also worth checking in on how someone\u2019s feeling in general\u2014not just about work, but about how they\u2019re managing their workload, stress levels, or anything else affecting their well-being.<\/p>\n\n\n\n<p>When it comes to development, open-ended questions work well.<\/p>\n\n\n\n<p>For example, \u201cIs there anything you\u2019d like to be doing more of in your role?\u201d or, \u201cWhat would make this job more fulfilling for you?\u201d<\/p>\n\n\n\n<p>These kinds of questions help people reflect on what motivates them and what might be missing.<\/p>\n\n\n\n<p>And if you\u2019re looking to build a culture of feedback, asking things like, \u201cWhat\u2019s one thing I could do better?\u201d creates space for honest, constructive dialog.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-tried-and-tested-1-on-1-questions-to-ask-employees\">Tried-and-tested 1-on-1 questions to ask employees<strong><\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What\u2019s been going well lately?<\/li>\n\n\n\n<li>Is there anything you\u2019re struggling with?<\/li>\n\n\n\n<li>What would you like to spend more time on?<\/li>\n\n\n\n<li>Do you feel like your work is recognized?<\/li>\n\n\n\n<li>What\u2019s something I could do to support you better?<\/li>\n\n\n\n<li>Is there anything in your role you\u2019d like to change or develop?<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-benefits-of-one-on-one-meetings\">Benefits of one-on-one meetings<strong><\/strong><\/h2>\n\n\n\n<p>When done right, one-on-one meetings can transform your workplace culture.<\/p>\n\n\n\n<p>Here\u2019s why they matter:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>They build trust:\u00a0<\/strong>regular check-ins show your people that you care\u2014not just about their output, but about them as a person.<\/li>\n\n\n\n<li><strong>They reduce issues before they escalate:\u00a0<\/strong>by creating space for honest conversations, you can surface problems early, whether it\u2019s burnout, interpersonal friction, or something more serious.<\/li>\n\n\n\n<li><strong>They boost engagement:<\/strong>\u00a0a\u00a0<a href=\"https:\/\/www.gallup.com\/services\/182138\/state-american-manager.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Gallup<\/a>\u00a0study found that managers who hold regular one-on-one meetings see 3x higher engagement on average.<\/li>\n\n\n\n<li><strong>They support career growth:<\/strong>\u00a0people want to grow and one-on-one meetings are a great time to talk about what\u2019s next.<\/li>\n\n\n\n<li><strong>They make feedback feel normal:\u00a0<\/strong>rather than saving everything for formal reviews, one-on-ones create space for continuous feedback, both positive and constructive.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-regular-one-on-ones-can-shift-culture\">How regular one-on-ones can shift culture<strong><\/strong><\/h2>\n\n\n\n<p>Let\u2019s imagine a small HR software company with around 40 employees.<\/p>\n\n\n\n<p>The leadership team starts to notice a recurring theme in exit interviews: people are leaving because they feel unclear about their development and disconnected from their managers.<\/p>\n\n\n\n<p>To address this, they decide to introduce structured one-on-one meetings across the business.<\/p>\n\n\n\n<p>Every manager books a regular monthly slot with each team member, and they use a shared agenda doc, where both the manager and the employee can add discussion points in advance, whether it\u2019s about workload, well-being, or longer-term goals.<\/p>\n\n\n\n<p>After a few months, there\u2019s a noticeable shift.<\/p>\n\n\n\n<p>Managers feel more in tune with their teams.<\/p>\n\n\n\n<p>Employees feel more supported.<\/p>\n\n\n\n<p>Conversations that used to get lost in the shuffle of busy schedules are now happening regularly and leading to small but meaningful improvements.<\/p>\n\n\n\n<p>While this is a made up example, it mirrors what lots of small businesses go through.<\/p>\n\n\n\n<p>When you give people the space and time they need to talk\u2014and truly listen to what they\u2019re saying\u2014you often unlock the kind of culture change that no tool or policy can achieve on its own.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-final-thoughts\">Final thoughts<strong><\/strong><\/h2>\n\n\n\n<p>If you\u2019re in HR or managing a team, one-on-one meetings are one of the best tools you have to support people, build trust, and drive performance.<\/p>\n\n\n\n<p>They don\u2019t need to be long or formal.<\/p>\n\n\n\n<p>They don\u2019t need a fancy framework.<\/p>\n\n\n\n<p>But they do need to happen regularly and be treated as a priority, not an admin task.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.sage.com\/en-us\/human-resources\/performance-management\/\" target=\"_blank\" rel=\"noreferrer noopener\">Performance management tools<\/a>\u00a0can help you schedule your one-on-ones and ensuring they run smoothly. You can also access templates, and they\u2019re the ideal place to record key insights over time.<\/p>\n\n\n\n<p>Make the space.<\/p>\n\n\n\n<p>Ask the questions.<\/p>\n\n\n\n<p>Really listen. And you\u2019ll find that your people feel more supported, more motivated, and more likely to stick around.<\/p>\n\n\n<div class=\"single-cta\">\n\t<div class=\"single-cta__positioner\">\n\t\t<div class=\"single-cta__wrapper has-dark-background-color\">\n\t\t\t<div class=\"single-cta__content\">\n\t\t\t\t\t\t\t\t<h2 class=\"single-cta__title h3\">Subscribe to our Sage Advice Newsletter<\/h2>\n\n\t\t\t\t\t\t\t\t\t<div class=\"single-cta__description\">\n\t\t\t\t\t\t<p>Get our latest business advice delivered directly to your inbox.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a\n\t\t\t\t\t\thref=\"#gate-ab515c6e-7e90-4c2f-a67e-113872516e8b\"\n\t\t\t\t\t\tclass=\"single-cta__button button button--primary\"\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t>Subscribe<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<img decoding=\"async\" width=\"1440\" height=\"810\" src=\"https:\/\/www.sage.com\/en-us\/blog\/wp-content\/uploads\/sites\/2\/2022\/04\/GettyImages-1073797282-1440x810.jpg\" class=\"single-cta__image\" alt=\"Working from home with tea in hand\" loading=\"lazy\" srcset=\"https:\/\/www.sage.com\/en-us\/blog\/wp-content\/uploads\/sites\/2\/2022\/04\/GettyImages-1073797282-1440x810.jpg 1440w\" sizes=\"auto, (min-width: 48em) 33vw, 100vw\" \/>\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Learn how to run an effective one-on-one meeting with employees, with tips, agendas, and benefits for managers and HR at small businesses.<\/p>\n","protected":false},"author":1847,"featured_media":25666,"menu_order":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"footnotes":""},"categories":[47],"tags":[195,284,17,166,253,34],"business_type":[40,41],"lilypad":[],"context":[],"industry":[],"persona":[99,98,96,97],"imagine_tag":[465,413,233,230,231],"coauthors":[592],"class_list":["post-32116","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-people-leadership","tag-boss-your-business","tag-hiring","tag-hr-payroll","tag-hr-software","tag-performance","tag-small-business","business_type-small-business","business_type-growing-business"],"sage_meta":{"region":"en-us","author_name":"Joe Church Woods","featured_image":"https:\/\/www.sage.com\/en-us\/blog\/wp-content\/uploads\/sites\/2\/2024\/10\/BrandShoot-LND_June2024_Financial-Services_0794.jpg","imagine_tags":{"465":"HR","413":"Human Resources","233":"Medium Businesses","230":"Small business","231":"Start up business"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice US","distributor_original_site_url":"https:\/\/www.sage.com\/en-us\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts\/32116","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/users\/1847"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/comments?post=32116"}],"version-history":[{"count":0,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts\/32116\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/media\/25666"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/media?parent=32116"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/categories?post=32116"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/tags?post=32116"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/business_type?post=32116"},{"taxonomy":"lilypad","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/lilypad?post=32116"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/context?post=32116"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/industry?post=32116"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/persona?post=32116"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/imagine_tag?post=32116"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/coauthors?post=32116"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}