Employee Check-Ins Are More Important For Remote Employees

by Srikant Chellappa Apr 21,2020
Engagedly
PODCAST

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

Remote working has become a norm in today’s world. Given the current scenario, its necessary that you have an effective employee check-in strategy in place. Essentially, employee performance check-ins are one-on-one conversations between managers and employees about their goals and objectives and their performance plans.

The check-ins help you gain an understanding of what your employees are working on and the issues they face from time to time, and help you resolve it without having to wait for annual performance reviews.

The basic process for conducting an employee performance check-in is that managers and employees typically meet for a few minutes and have a quick chat over the work that has been done over a particular period of time. Alternatively, it can also be carried out in the form of a structured questionnaire which can then be followed up by a video chat. Effective managers use employee check-ins to gain insight into how their direct reports work, what works for them and what needs to change. Employee check-ins require you to immediately acknowledge the issues addressed and act on them.

In this article, let’s find out about the best practices for employee check-ins. If you want to make the most of employee check-ins, there are a few areas you need to focus on.

Also read: 10 Benefits of 360 degree feedback

Fix an agenda 

Always have a clear agenda for employee check-ins. Understand and communicate what is expected of your employees through these check-ins. Decide on their objectives and key results and agree on what deliverables are expected of your employees. Be clear and specific. The check-in form shouldn’t take more than 15 minutes for your employees to fill out.

Make it periodical

It is important to have an employee check-in based on your organisational needs and  business cycles. This frequency also depends on the department. For example, engineering team might need an employee check-in every week because of the major weekly updates in the produce while the support team might need it once every two weeks. So depending on the performance cycles and the agendas of different teams, the frequency of employee check-ins also change.

Also read: Stay Interviews: Best Practices to Retain the Top Employees

Plan accordingly

Depending on the employee check-ins, managers understand and plan a few things about their employees. Give them feedback based on their check-ins on what behaviours they should continue to demonstrate and what behaviours should be modified so that they contribute to organisational success. Providing frequent feedback on this is vital.

Focus on development

Track employee development and understand their areas of expertise. You can utilise this opportunity to understand where they need help and how as an organisation, you can provide support for employee development. You can even encourage your employees to come up with an actionable plan for their development.

If you wish to know how we can help you manage your employees better, feel free to reach out to us.


Engagedly is offering a suite of products part of its Remote Work Toolkit free to any organisation, until Sept 30th, 2020. 

The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at Engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organisations with additional tools and resources during this time of crisis.


Get in touch with us to know more about the free remote working tool-kit. 

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Author
Srikant Chellappa
CEO & Co-Founder of Engagedly

Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast. He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2023.

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