The Manager’s Guide to Employee Check-Ins

Did you know that companies adopting continuous performance feedback significantly outperformed the competition by 24% ³? Employee check-ins play a crucial role in nurturing a positive work environment, boosting productivity, and fostering employee growth. These regular conversations between managers and employees provide an opportunity to discuss goals, provide feedback, address concerns, and build a stronger working relationship. In this blog post, we will explore the key elements of successful employee check-ins and provide valuable tips for managers to conduct these meetings effectively.

1. Establish a Welcoming and Supportive Environment: Creating a welcoming and supportive environment is essential for successful employee check-ins. Managers should ensure that these meetings are conducted in a comfortable and confidential setting where employees feel safe to express themselves. Display active listening skills, empathy, and a non-judgmental attitude to encourage open and honest conversations. By fostering a positive environment, managers can build trust and rapport with their employees, promoting meaningful discussions during check-ins.

2. Set Clear Objectives and Expectations: Before each check-in, managers should set clear objectives and expectations to guide the conversation. Clearly communicate the purpose of the meeting and any specific topics or goals to be discussed. This clarity allows employees to prepare and provides a structure for the conversation. By aligning expectations, managers can ensure that check-ins are productive and focused, addressing both individual and team objectives.

3. Encourage Two-Way Communication: Employee check-ins should be a two-way conversation where both the manager and the employee have the opportunity to share their thoughts, concerns, and ideas. Encourage employees to actively participate and provide feedback on their experiences, challenges, and successes. Managers should listen attentively, ask open-ended questions, and seek clarification when necessary. This collaborative approach fosters engagement, enhances problem-solving, and strengthens the manager-employee relationship.

4. Provide Constructive Feedback and Recognition: Employee check-ins are an excellent opportunity for managers to provide constructive feedback and recognize employees’ achievements. Offer specific feedback on performance, highlighting strengths and areas for improvement. Give actionable suggestions for development and growth. Additionally, acknowledge and appreciate employees’ efforts and accomplishments. Genuine recognition motivates employees and reinforces positive behavior. By balancing feedback and recognition, managers create a supportive feedback culture that encourages continuous improvement.

5. Create Development Plans and Follow-Up: Employee check-ins should serve as a platform for discussing career aspirations, setting development goals, and creating actionable plans. Collaboratively identify areas where employees can enhance their skills and knowledge, and discuss opportunities for growth within the organization. Managers should document these development plans and establish a follow-up mechanism to track progress. Regularly revisit these plans during future check-ins, offering guidance and support to help employees achieve their goals.

By creating a welcoming environment, setting clear expectations, encouraging two-way communication, providing constructive feedback and recognition, and creating development plans, managers can conduct effective and impactful check-ins that benefit both employees and the organization. HRSoft allows you to schedule and track check-ins without hassle to keep everyone in sync as often as needed; align goals across the organization and keep them visible. The software solution even enables cross-functional collaboration for better teamwork. 

Check out HRSoft’s Performance Management solution to learn more about how your organization can motivate and energize its workforce. 

³Betterworks, 2020