As a manager, how often do you take the time to check in with your employees? Check-ins are necessary to monitor performance, assess goals, and set targets for long-term plans.
The key to optimizing your time with each employee is knowing the right questions to ask and how to structure the meeting. Today, we’re sharing a step-by-step guide on how to properly conduct an employee check-in so you know what to do and where to start.
4 Easy Ways to Properly Conduct an Employee Check-in
Prepare Before the Meeting
The most important part of the check-in happens before it even occurs. Take about five to 10 minutes before the meeting to review past notes, as well as other important documents, such as the employee’s goals and current projects.
If there are any organizational updates or changes that the employee needs to know about, jot those down, too. Finally, take a look at the feedback you shared at the last meeting. Make a note to follow up on those points to see if they were taken to heart.
Discuss Key Points During the Check-in
The good thing about scheduling regular reviews and check-ins is that you don’t have to completely rehash everything each time you meet. Instead, use this time to go over specific goals, projects, or suggestions that can improve the employee’s overall performance. The goal of each meeting is to comprehensively cover all of your topics without cutting into your work time or theirs.
The specific talking points you cover will change for each meeting. You can use these check-in questions from Workhuman to help structure your conversation and give it flow. As you talk openly with each employee, here are some of the most helpful topics to keep in mind:
- Goals and project updates
- Recent milestones and accomplishments
- Discuss upcoming training plans
- Share opportunities for professional development
- Share important updates on the company or team
- Ask the employee to share ideas and inputs
- Review short-term and long-term priorities
Give the employee the opportunity to share their insights and feelings, and be prepared for any negative points they may bring up. Remember: The check-in might be about the employee but it’s also their turn to talk and they may have concerns they’d like to share. If you can show them that their feedback matters and truly take it to heart, it can go a long way toward building trust and transparency without your organization.
Before you conclude, remember to set the time and date for your next employee check-in! Aim to schedule one every three to four months if possible.
Use Conversation Starters
Employee check-ins can be a little awkward, especially right at the beginning. It helps to have a few conversation starters on hand to help ease the tension and help the participant feel as comfortable as possible. A few questions you can ask include:
- How has your week/month been?
- What projects have you been working on lately?
- Are any of your projects ahead or behind schedule?
- What is your dream job at this company?
- How can I help you reach your goals?
Spend about five to 10 minutes on this initial dialogue. If you can create a warm, welcoming environment, then the employee will be more likely to open up and share what’s on their mind when it’s time to get into the more technical details.
Conduct Employee Check-ins With Ease
Managers are responsible for monitoring the progress of their employees. Yet, it’s easy to get so caught up in the day-to-day workplace grind that you forget to schedule these meetings. By following the guide above, you can schedule and conduct employee check-ins with ease.
Prepare ahead of time, listen intently, and share helpful insights as you go along. Then, be prepared to act on any feedback you receive. These meetings may only last about 30 minutes, but they can make a lasting impression on your team members!
