Checking in Employee Wellbeing

Performance management is changing. As a result, many organizations have now removed or redesigned their performance management processes to implement simpler, more focused and more regular reviews. Check-in meetings provide the opportunity for frequent, shorter one-to-one discussions, with the aim of more closely meeting the goals of the performance review process.

The introduction of a regular check-in process will not require a full redesign of your existing appraisal process. Instead it will simply require you as a people manager to hold more regular meetings. The performance check-in is not intended as a formal evaluation, but an opportunity to check progress, to provide correction or development, and to ensure that expectations are clear and can be met. The frequency of the check-in should be determined by the workflow of the role that you are reviewing and the needs of the individual.

The check-in is intended to provide the opportunity for manager and employee to focus on expectations and deliverables for the coming period. The outcomes should therefore be an aligned view of priorities and focus areas, as well as a clear view of the support required, and any potential challenges or opportunities that may arise. By setting aside time for a regular conversation with employees, a manager is demonstrating that they are investing time, concerned to ensure their success and willing to support, guide and coach their team members.

As a manager, assess your own capabilities in facilitating the check-in process. Are you providing constructive feedback that is well received by the employee? Is the process ensuring that your team meet the deliverables allocated to them? Ask your employees for feedback about whether the check-in is useful to them and what might make it more beneficial.
Be the first to comment