Reference
This 4-page takeaway accompanies the workshop titled Maximizing the Manager/Employee Check-In, which helps people leaders think about ways to better utilize their one-on-one touch points with team members.
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All too often, weekly (or monthly) status updates end up being a verbal report-out by team members to the team lead. The team members feel like the time is wasted and the information could have been better communicated in an email. The team leader struggles to get anyone to participate outside of their own report. Now that many of these calls are happening in the virtual space, it’s no wonder that everyone on these calls is multitasking and disengaged.
But what can you do? As a manager or project lead, you need to get updates from the team to make sure all the work streams are on track. How can you rethink—and hopefully reinvigorate—the status update meeting?
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Here are a few questions to consider for your next Manager/Employee check-in. If you’re a manager, try a few out on your employees. If you’re an employee, try to answer them ahead of your check-in and see if they inspire a different kind of touchpoint.
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Reference
Instead of providing direct instructions and advice to employees, a manager who acts as a coach will ask open-ended questions to help their employees reflect and move forward with intention.
Download this resource to learn how managers who are empowered to be coaches support a culture of continuous improvement throughout the performance review process.
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Since check-ins are so important, we wanted to make sure managers are empowered with a diagnostic tool to evaluate the quality of the one-on-one conversations they’re having with the employees. This tool is a simple diagnostic that managers can complete after a touch point to evaluate how well they’re doing in leading these critical meetings.
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TOOL
This Google Sheets template will help you diagnose the quality of your manager/employee check-ins. Discover whether your time is well-spent, or if you have opportunity to have more meaningful, effective, and inspiring conversations.
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As a manager, you can create a predictable and safe environment for those conversations at your regular manager/employee check-ins. Many of us have had these meetings on our calendar but there’s a big difference between a well organized, predictable, thoughtful check-in and the rushed, distracted, “default” check-in. Scheduling the check-in and inviting your employee to meet with you is not enough.
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TOOL
Download a pdf with prompts and questions designed to help you inspire you to have an intentional and productive manager/employee check-in.
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