What is a Perform & Engage 365 check-in?

Introduction

In Perform & Engage 365, a check-in is a regular, informal communication between a manager and an employee. Submitting a weekly check-in enables employees to provide their manager a snapshot of how their week has gone.

While check-ins shouldn't replace regular meetings with managers, they can be used to help structure effective conversations at formal meetings.

Check-ins provides an opportunity for open communication and support, while providing the framework for meaningful two-way feedback. The purpose of a check-in is to ensure that employees are aligned with their goals, address any challenges they may be facing, and provide them with the necessary resources and guidance to succeed.

How does a check-in work?

Typically, employees will answer check-in questions that focus on their recent successes and challenges, any support needed, and an opportunity to giving recognition to colleagues.

Depending on how Perform & Engage 365 is implemented in your organization, employees will submit check-ins according to a schedule, typically once a week. When an employee submits a check-in, their manager can respond with feedback specific to each comment.

Typical manager responses include a 'like' to acknowledge the comment, a reply, or a question to find out more information. Employees can then implement this feedback immediately, rather than wait until their next formal meeting with their manager, potentially resulting in earlier resolutions to ongoing challenges.

Check-ins are private between an employee and their manager.

What are the benefits of regular check-ins?

Check-ins are beneficial for several reasons:

• They help build a strong relationship between managers and employees.
• They provide a platform for employees to voice their concerns, feedback, and ideas.
• They help employees stay on track with their goals and objectives.
• They foster a culture of continuous improvement and development.
• They can contribute to a positive and productive work environment, and help employees succeed in their roles.

For more detailed information about the benefits to employees, managers, and the organization, see the following sections.

How do check-ins benefit employees?

Regular check-ins benefit employees because they can help build a strong manager-employee relationship based on trust and open communication. By identifying potential issues early on and finding solutions collaboratively, check-ins boost morale and motivation. Employees feel valued when their well-being and opinions are prioritized, leading to increased job satisfaction and engagement.

How do check-ins benefit managers?

Check-ins benefit managers by enabling them to track the sentiment of their team over time. By analyzing sentiment timeseries data, managers can identify patterns and trends in the team's morale and engagement. For example, they can see when sentiment is particularly high or low and investigate the reasons behind it. This information helps managers make informed decisions to enhance team dynamics, address any issues promptly, and boost overall team performance. Regular check-ins provide opportunities for open communication, feedback, and support, fostering a positive work environment and enhancing employee satisfaction and productivity.

How do check-ins benefit the organization?

Check-ins also benefit the organization because they provide a structured way to monitor and assess the overall sentiment and morale of the employees. By creating opportunities for open communication and feedback, check-ins help address any issues promptly. This proactive approach facilitates employee engagement and well-being. Additionally, by analyzing sentiment data, the organization can identify trends or patterns that inform decision-making processes.

Check-ins play an important part in the performance review process. By understanding sentiment fluctuations within the team, managers can identify underlying issues and address them during performance reviews. Positive performance reviews during high sentiment periods can boost morale and motivation. Conversely, performance reviews during low sentiment periods provide an opportunity to address concerns and improve the team's outlook. Analyzing sentiment data helps managers gain insights into emotional trends, leading to improved communication and a more positive work environment.

Additional reading

• For information about how Super admins configure check-in questions and question groups, see this article.
• For information about how Super admins configure check-in schedules, see this article.
• For information about how employees submit a scheduled check-in, see this article.
• For information about how employees submit an ad-hoc check-in, see this article.
• For information about how managers review check-ins, see this article.