Employee check-ins are an excellent way for managers and workers to keep track of goals and progress in the workplace. They allow managers to speak with each employee about the situations at work and what areas need improvement. The check-in also serves as a way for workers to communicate their concerns or plans with their manager or HR representative.
When it comes to employee check-ins, the basic process is that managers and employees typically meet for a few minutes and have a short chat about the work that has been done over a particular period. A face-to-face meeting can also be done with a structured questionnaire, to begin with.
Effective managers consider what they get from check-ins with employees. Feedback on how the employee works and what is effective for them, and feedback on the possible change can be obtained. Concerning employee check-ins, you need to recognize the matters addressed and work on them instantly.
The frequency of check-ins will be different from workplace to workplace, but you should typically do them on some basic cadence. Typically, this is done with a weekly check-in, every two weeks for social workplaces, or at the company-decided ideal period.
The idea behind this is not to persuade someone that check-in is necessary; the purpose is to establish a check-in process that the organization would recognize. In order to have a smooth onboarding and ongoing organization process, there are six key steps to take into consideration.
Do not take the importance of being prepared lightly and follow the steps below to make a great first impression.
- Low on administration and high on value
Organizations have events scheduled in advance. For example, after an employee is hired, it is essential to have periodic and automatic updates to take care of quickly. But that’s not to say that HR is just pressing a send button. Automating some processes and procedures lets the company focus on more complex tasks like answering employees’ questions.
- Clear goals
A check-in program only brings tangible value when the company has the resources to act on feedback. The first step is developing clear company goals and designing questions that will provide them with effective feedback. The questions shouldn’t be leading them towards a certain answer and should instead show that their comments are welcome. It’s important to establish an environment where they’ll feel comfortable sharing their insight with the team.
- Leading survey occasionally
The company provides new hire check-ins to encourage people to stay longer while reducing the percentage of people quitting. Having feedback sessions with a new hire after six months is an excellent way to assess how they’ve been feeling so far. It also indicates that your company cares about their opinion. There are several benefits of checking in at work. Not only does it help you keep up-to-date on what’s happening, but if organizations do it periodically, they can quickly survey new employees for feedback.
If you want to improve employee engagement, create an environment that makes it easy to support your organization. Create fun and engaging activities, so participation is encouraged. Employees need to know that they can keep their contact details private. While briefing new hires on work practices, it can be useful to let them know they can work through their own input.
Whatever method you choose for check-in, make sure it’s user-friendly. There’s nothing more awful than offering feedback only to find that all the hoops you need to jump through are just too hard. Stick with what will help you receive the best results and adjust anything that’s not working out.
- Right in time
New recruits want to join a company where their skills and expertise will be put to good use. But the focus is a little different for new hires. They want to provide their reviews as easily and effectively as possible to get on to other things. And a timely response is beneficial in this case. Too many businesses ask for input from their employees but do not work on it. Businesses should learn to take advantage of this useful resource.
Thus, checking in with employees is a beneficial way to provide an early checkup of their experience. It enables you to address any potential issues and process feedback as needed. Surveys can be a good way of figuring out how employees feel about the company they work for. The design needs to be easy for them to take and interpret the results – which benefits both employees and the organization.