Many companies have realized the value of continuous one-to-one meetings.
But the crucial question is, how to strike the perfect balance between micromanaging a weekly check-in and frequent employee feedback that teams receive in such meetings?
If done well, check in meetings can establish a strong foundation of healthy manager-employee relationships. It will boost the performance and engagement of the company as a whole. In this blog, we are going to discuss the weekly check in in detail. So, continue reading this post.
Table of Content
5 Reasons Weekly Check In Are Crucial For Effective Teams
Employee check-ins are an excellent way for managers to get a better understanding of their employees. It will improve the company’s overall productivity by allowing team members and managers to continually discuss any concerns, questions, or ideas they have in mind.
In the current situation, many organizations are working remotely. Hence, a check in meeting has become even more essential. It will keep everyone updated and boost employee engagement.
Here are five reasons why weekly check in are crucial for a team.
Builds Trust and Support
Communication is essential to build trust between employees and managers. Conducting weekly employee check-ins will help develop a rapport between a team and its manager.
Being a manager of the company, all you can do is encourage your employees to come with ideas, questions, and concerns. It will create an impression among them that you sincerely want to support them.
Increases Employee Productivity
Conducting weekly check-ins for your remote employees lets you fix issues before they arise. It’s easy to correct any performance management issues an employee experiences beforehand and improve their performance. It will lead to an increase in productivity.
Employees feel valued and included if their work gets validated and approved by their managers. Keep this in mind if you are in a manager position.
At the managerial level, employee check-ins are a prerequisite if you aim to augment motivation amongst employees. They will feel heard and validated, which in turn will lead to improved productivity and performance. Setting clear goals and objectives in a weekly check-in is essential to improving employee recognition and engagement
Establishes Communication Channel
A frequent employee check-in enables more constant communication with employees. It will help managers get a proper understanding of their current work.
Employees will also get a feeling of a safe place to share their issues and explain their plans. Extensive communication between managers and employees increases morale and sets a beneficial relationship between the two. Encourage your workers to ask questions during such weekly check-ins.
Establishes a Sense of Responsibility
A conventional work discussion through a regular check-in bars employees from delaying their tasks. This practice helps employees understand and stay up-to-date with what the company expects from them.
It reinforces good behavioral patterns in employees and prevents any bad practices in their work.
Improves Leadership and Problem Solving Skills
Conducting frequent discussions with different levels of employees will help leaders improve their leadership skills. It will also make employees better in problem-solving skills.
It’s a good practice to understand the nature of work, predict any roadblocks, and solve them beforehand.
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Topics to Cover in Your Weekly Check in
The advantage of a frequent weekly check-in is that employees and managers don’t have to overwhelm each other with every topic. They can choose a specific project, goals, or coaching points to focus on in every meeting.
An individual worker may start the conversation and choose the aim of the meeting.
Managers and employees need to prioritize discussion points based on progress and due dates. Discussions will change meeting-by-meeting.
Here are possible topics managers can cover in a weekly check-in meeting at their workplace.
Get the Employee To Talk
- Use conversation starters for employee engagement during the conversation
- Ask open-ended questions to encourage them to talk and share information
- Allow the worker to direct the conversation but ensure that every essential action item get discussed in the weekly check-ins
Project/Goal Updates
- Review the status of long-term projects and short-term goals.
- Update/adjust existing goals with the employee
- Discuss any challenges or lessons learned
- Share best practices to complete a goal
- Offer coaching or assistance if any employee is facing roadblocks
- Review if any different priorities might affect the progress of present goals
- Ensure all goals are on track in weekly check-in
- Acknowledge any accomplishments or milestones
- Discuss/confirm any new goals or projects for the employee
Recent Accomplishments
- Provide feedback and acknowledge recent accomplishments
- Encourage the employee to share their recent accomplishments
Status of Learning/Training
- Discuss any training items that are due or in progress
- Ask the individual employee if there are any training requests
- Ask if the employee feels that they are getting enough feedback
- Ask if the employee is learning from their mentors/peers or if they would like to
- Discuss how effective training manuals can be created
Team or Company Updates
- Discuss any essential team or company updates and news
- Confirm any action items needed
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Mistakes to Avoid in Your Weekly Meetings
Too many meetings in the workplace: One of the biggest complaints of professionals is there are too many meetings on the calendar. There isn’t enough time to get essential work done.
No meeting agenda or direction: Meetings without any definite agenda are a waste of time. Team leaders who schedule the meeting should set a clear plan for everyone in advance.
Employees and managers arrived late at the meeting and finished it late: It’s annoying when a person comes late to the conference. Others have been waiting for them before starting or now have to hurry everything up because they are running out of time
FAQs
When workers are engaged, they are more likely to give their best in the work they do. It leads to better employee performance. Investing in employee engagement will lead to better business outcomes for companies.
- Be conscious of timing. Put yourself in the shoes of the person about to be given feedback
- Provide a specific example
- Make it actionable and future-focused
- Make the employee performance reviews a regular process
Talent management is a constant process that involves recruiting and retaining highly skilled employees. It is about motivating them to improve their performance through performance feedback. The primary purpose is to create a motivated workforce who will stay with the company in the long run.
Goal management is the method of determining and tracking goals. It is about providing guidance and direction, helping organizations evaluate performance management through feedback, and motivating and inspiring employees to give their best in the opportunities they get.
Conclusion
The weekly check-in has several unique benefits that make it essential for modern organizations.
Make sure you follow up on the check-in. Getting employee feedback is useless if you don’t plan to act on it. Foster a culture where your workers continually provide valuable feedback. Apart from weekly check-ins, you can also plan for weekly cadence to ensure that you are going smoothly.
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