Insights from Engagedly’s State of AI in HRM, 2nd Edition Survey.
Checking in on the progress of your direct reports doesn’t need to be a long and stressful process. Employee check-ins are an easy way to keep track of the performance of your employees without making it seem like an actual performance review.
Employee performance check-ins are one-on-one conversations between managers and employees about their goals objectives and performance plans. A Beginner’s Guide to Effective One-on-One Meetings can help you understand how to conduct more impactful one-on-one meetings.
These 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 them without having to wait for annual performance reviews. This article will talk about the importance of staff check-in and some steps to make it more productive and engaging.
Employee check-ins are scheduled meetings between an employee and their manager to discuss a range of topics related to the employee’s work and progress toward their goals. Held regularly, check-ins provide an opportunity for employees to receive feedback, guidance, and support from their manager.
The purpose of these check-ins can vary depending on the organization and the individual employee’s needs, but common topics of discussion can include workload management, career development, feedback and guidance, work-life balance, team collaboration, and progress toward goals. Employee check-ins are an important tool for fostering open communication, building trust and accountability, and supporting employees in their professional growth and development.
We believe that effective employee check-ins require a structured and consistent approach. That’s why we’ve created this manager’s checklist for employee check-ins. By following these steps, you can ensure that your check-ins are productive, focused, and valuable for both you and your employees.
Before the check-in, make sure that you and your employee are on the same page about what will be discussed. This includes the meeting’s purpose, the agenda, and the outcomes you hope to achieve. By setting clear expectations, you can ensure that both you and your employees are prepared and can use the time effectively.
Use the following discussion points to set clear expectations for the check-ins:
Workload and Responsibilities:
1.How are you feeling about your workload and workload management?
2. How have you been prioritizing your tasks and responsibilities?
Career Development:
3. How are you feeling about your career progression and development?
4. Are there any training or learning opportunities that you’re interested in pursuing?
Feedback and Guidance:
5. Is there anything you need from me or the company to better support you in your work?
6. Are there any areas of your job that you’d like more feedback or guidance on?
Work-Life Balance:
7. Have you been able to maintain a healthy work-life balance?
Policies and Procedures:
8. Are there any company policies or procedures that you have questions or concerns about?
Team Collaboration:
9. How are you feeling about the team dynamic and collaboration?
10. Have you been able to build positive relationships with coworkers and managers?
Company Culture:
11. Is there anything you’d like to see change or improve in the workplace?
12. How are you feeling about the company’s overall direction and vision?
13. Have you had any opportunities to provide feedback or input to the company?
Benefits and Perks:
14. Have you been able to utilize any company benefits or perks?
Upcoming Projects and Initiatives:
15. Are there any upcoming projects or initiatives that you’re excited about?
Strengths and Skills:
16. How have you been able to apply your strengths and skills in your work?
Goals and Objectives:
17. Are there any goals or objectives you’re working towards in the short or long term?
Open Discussion:
18. Is there anything else you’d like to discuss or bring up during our check-in?
Challenges and Accomplishments:
19. Are there any challenges or roadblocks you’re currently facing in your work?
20. Have you had any recent successes or accomplishments that you’re proud of?
Employees must open up and discuss in these meetings to get the most out of them. Here are some sample questions that you can use as conversation starters:
Effective check-ins require a comfortable and safe environment where employees can share their thoughts, feelings, and concerns. It’s essential to create a positive and relaxed atmosphere where employees feel comfortable discussing their progress and any challenges they’re facing.
Feedback is a crucial part of performance management, and check-ins provide an excellent opportunity to offer constructive feedback. Remember to provide specific examples and suggestions for improvement. Additionally, ensure that your employees receive the support they need to achieve their goals, whether it be training, resources, or other assistance.
Check-ins are an excellent time to review progress toward goals and ensure that employees are on track. By monitoring progress, you can identify any challenges early on and work with your employees to find solutions.
Finally, use the check-in to plan for the future. This includes setting goals, discussing career development opportunities, and identifying any support your employees may need to achieve their objectives. By planning for the future, you can ensure that your employees remain motivated and engaged.
Setting up a regular cadence for employee check-ins is an important aspect of fostering strong communication and feedback within a team. By establishing a routine schedule, employees can feel confident in their ability to voice their concerns, share their successes, and receive guidance from their managers.
Consistency in the frequency and format of check-ins can also help ensure that no important issues are overlooked or forgotten. Additionally, regularly scheduled check-ins can help build a sense of accountability and responsibility for both employees and managers, as they are encouraged to regularly review progress towards goals and take steps to address any areas that may need improvement.
Traditional performance management often relies on infrequent, formal reviews, overlooking the crucial value of ongoing dialogue and feedback. Engagedly’s Check-in Module bridges this gap, enabling regular, informal conversations between managers and employees that foster growth, engagement, and alignment.
Engagedly’s Check-in Module transcends simple conversations:
Effective employee check-ins require a structured approach that sets clear expectations, creates a comfortable environment, provides feedback and support, reviews progress toward goals, and plans for the future. By following these steps, you can help your employees perform at their best and achieve their objectives.
We believe that regular staff check-ins are critical for maintaining a motivated and engaged workforce. By using our manager’s checklist, you can ensure that your check-ins are productive, focused, and valuable for both you and your team members.
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