A number of studies show that as an employee feels disconnected and unengaged with their work and their leadership, their likelihood of leaving the organization rises significantly. Check-ins, or formal times to sit down together and look at the larger picture, are key in order to keep people around for longer. Here are some ways check-ins positively impact your team, and the work they do.
Check-ins keep accountability in place
You’ve likely heard the term, “inspect what you expect.” It’s a phrase that’s used as a reminder to leaders that they shouldn’t lay out an objective and expect it magically come to a successful reality on its own. If it’s something that is important to you and the business, you need to check in on occasion to see how the progress is going.
Check-ins are great for shared accountability, and that’s a good thing. Some people think of the term accountable as only negative, like someone is being reprimanded. That’s not the case at all. The accountability in check-ins is to see that we’ve made our agreed-upon progress in the finalized timeline. It’s a chance to celebrate or course correct as needed as well.
Associates want that level of accountability and clarity as well. Imagine giving your best effort into a project only to realize that you are off the mark because the requirements changed as you neared the deadline. Check-ins are also a great time to hold their leader accountable for the resources and promises that were made during the last touchpoint.
Check-ins keep things from hitting critical mass
It’s fairly common to look at big HR cases and draw a line back to a much smaller set of circumstances that snowballed into a massive breakdown for the associate and the business.
Check-ins are a wonderful opportunity to discover those issues and course-correct them before they turn into monsters that you have to deal with later. During your check-in be sure to ask some things about the larger team and how relationships and dynamics are working (or not working). Understanding these situations early and having the willingness and managerial courage to step up to potentially difficult conversations will help prevent future escalations and flare-ups. You can literally save someone’s career by leveraging your relationship management skills during your check-ins.
Check-ins are a compass for career growth
One of the most common themes that employees give about their leader and organizations is that no one has a career aspirations conversation with them. No one has asked them what they want to be or do at the company! Now, some of that could be that the leader is afraid to ask because they don’t want to know the answer. It could also be generational. Noone asked ever asked the leader, so the leader doesn’t put much thought into it for their own team. Regardless of the reason for the disconnect, regular check-ins provide an easy avenue to have some career-focused discussions. Discover their aspirations and help them make connections and acquired needed skills between check-ins.
Check-ins show you care
Above all, check-ins show that you care about the other person. Your team knows that you have a busy schedule, so they appreciate and recognize the time that you take to sit down and have regular check-in conversations with them. It’s another great opportunity to build and strengthen a relational bond with the other person as well.
If you don’t currently have a regular cadence for check-ins, I’d encourage you to do so with your team. Block the time for the next year on both calendars to prevent the time and tasks from getting the best of your positive intent. Your people deserve a regular time when they can get clarity on the role, share personal and professional progress, and feel like they have a clear line of sight for the next step in their career.
Make a better tomorrow.