When was the last time you checked-in with your manager? If it has been awhile, you are not alone. The lack of open conversation means changing business priorities and employee development needs might not always be communicated. But don't worry, that is why you chose PiiQ, to help get you there!

Check-ins ensure that employees are developing continuously, not just being assessed periodically! How?! Great question, check-ins allow for an ongoing one-on-one conversation between employees and managers with topics, notes, and supporting documents, to make sure everything is easily accessible. It is just that simple to provide year-long guidance!

Let's look at the benefits:

  1. Goals: Goals can be set and then forgotten, so let check-ins help track progress, discuss priorities, identifies obstacles, and ensures open communication to plan an approach for next-steps.
  2. Employee Empowerment: Everyone wants a little power, so share the wealth! Check-ins allows both employee and manager to be empowered to influence project direction and performance expectations throughout the year.
  3. Course Correction: Frequent check-ins drive forward progress on projects and goals, and identify obstacles for rapid course correction.
  4. Increased Engagement: Check-in conversations help build a stronger relationship between employee and manager.
  5. Value Investment: Check-ins openly demonstrates the value your company places on employees.

Check-in conversations can cover anything, though you might choose elsewhere to discuss the most recent plot twist of your favorite TV show. Here are the two general categories covered in Check-ins:

Performance Check-ins:

Conversations are focused on goals and specific projects. Discussion may include:

  • Status of short-term goals and long-term projects
  • Recent accomplishments
  • Priorities, issues or concerns
  • Any new objectives to be added
  • Performance feedback (recognition and constructive)
  • Agreed action points

Development Check-ins:

Conversations are focused on the needs of the employee, skill gaps, and personal career goals. Discussion topics may include:

  • Status of learning and courses in progress
  • Training requests tied to professional or personal development goals
  • How to achieve employee’s career goals
  • Development needs
  • Opportunities
  • Career goals
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