This article walks you, a manager with direct reports in 15Five, through how to review a submitted Check-in. Reviewing Check-ins is easy and can make all the difference when it comes to your direct reports' engagement. You play a big part in your people's success, and this article will help you give meaningful feedback and take action on your direct reports' Check-ins.
In this article, you will learn...
- How to access your team's unreviewed Check-ins
- How to review a Check-in
- Best practices for interacting with a Check-in
- Related resources
Access and availability
⛔️ Required access to Check-ins.
👥 This article is relevant to Managers.
📦 This feature is available in the Perform, Legacy Focus, and Total Platform pricing packages.
Are you more of a visual learner? Check out this video ⬇️
Access your team's Check-ins
When your direct report submits a Check-in, you will receive an email notification that the Check-in is ready to review and includes a link that takes you to the Check-in. You can also access unreviewed Check-ins by following the steps below.
- Click on Check-ins in 15Five's main, left-hand navigation bar.
- Click to open the 'Team's' tab.
- You will see a list of your direct reports' Check-ins for the current Check-in period.
- Click Start reviewing at the top of the page to open Check-ins submitted by your direct reports for the current Check-in period and begin reviewing.
- If there are Check-ins from past Check-in periods that you haven't yet reviewed, click View at the bottom of the page, next to "Unreviewed Check-ins".
- From here, click Review Submitted Check-ins to pull up the first Check-in you need to review.
- Once you're done reviewing a Check-in, click Mark as reviewed and review next.
Review your direct reports' Check-ins
This section walks through the tools that managers have when reviewing Check-ins.
Note
The effort you put into 15Five directly correlates with the value you will get out of it. If you want amazing feedback and results and to keep the ideas flowing within your team, remember to interact with each Check-in. The smallest of acknowledgments can go a long way in making your direct reports feel heard.
Not only can you view your direct reports' latest Pulse, but you can see how that latest answer compares to their average. If your direct report has an average Pulse of 4.5 and they answered with a 3 on the latest Check-in, it might be worth adding to your 1-on-1 agenda. If your direct report has an average pulse of 3.1, a Check-in with a Pulse answer of 4 might strike up a conversation about wins.
The quickest way to show your direct reports that you acknowledge their feedback or accomplishment is by reacting to their answers. Click on the emoji option to share your feelings.
If you want more information about an answer or want to comment back to your direct report on one of their answers, you can do that by clicking on the chat bubble icon to the right of any answer.
Pass up answers
If you are in between reporting tiers for your company, you can pass-up your direct report's answer and include it on your own Check-in for you to talk about with your manager. As a best practice make sure you review your team's Check-ins before submitting your own Check-in. Click ... to the right of any answer or comment to see this option.
You can add answers to a 1-on-1 meeting agenda as a reminder to go over that topic during your 1-on-1. Click ... to the right of any answer or comment to see this option. Rename the item with a clear title—as that title will appear on your 1-on-1 agenda under the 'Talking points' section.
It can be easy to forget wins and challenges that come up on Check-ins. To help you remember, add any answer as a win or challenge and it will show up under on the direct report's profile page for you to refer back to. You can also access view pinned wins & challenges when writing reviews about your direct reports. What you add to wins & challenges will remain private to you. Again, click the ... to see this option.
If an answer requires a follow-up from you, follow-up action, follow-up discussion, etc, you can flag the answer for follow-up. Follow-ups will be listed under the 'Follow-ups' tab (in-app link) on the Check-ins page. Click the ... to the right of an answer to see this option.
If your company has this option enabled, you will be able to share answers via email and customize the email that is sent out. If the recipient of the email does not have visibility into the person's Check-in, they will only see the one answer in an email, and will not be able to view the full Check-in or any comments related to that answer.
At the bottom of your direct report's Check-in, you will see all High Fives given and received since their last Check-in. See any that are worth talking about? People love knowing that their manager noticed the recognition they received.
After reviewing a Check-in, you can high five your direct report directly from the Check-in. This option is located at the bottom of the Check-in.
Check out our High Five Best Practices to ensure your feedback is effective!
This is a time for you to give an overall response about the direct report or their specific Check-in. Use this section for miscellaneous comments or to encourage growth. Your direct report will be able to see any feedback shared in this section in their Check-in.
Tip
When was the last time you checked out the questions that your direct reports were asked? Check out the 'Question preview' page (in-app link) to view upcoming questions for your direct reports.
Best practices for interacting with a Check-in
The Check-in is an effective tool for employee engagement and performance tracking, but only if those Check-ins are being reviewed by managers. Consistent reviewing habits show your direct reports that their Check-ins matter and that their voices are being heard. We have seen a strong correlation between low submission rates and the number of Check-ins reviewed; when review rates start to drop, submission rates soon follow.
These tips for reviewing your team's Check-ins will enable you to more easily bring reviewing into your routine, while simultaneously giving you a way to get valuable feedback from your team.
- Timing: It is important to review your team's Check-ins within 2-3 days of being submitted. When you take the time to review their Check-in quickly and thoughtfully, that sends a message to your people that you care, and any challenges or roadblocks can be addressed quickly to allow them to be more productive. When waiting too long to review you miss the opportunity to be the most effective.
- Acknowledgment: Your direct report is taking the time to fill out every section, from their Pulse score to any additional questions you may have asked. A simple emoji reaction for the response, even when you have nothing additional to add, goes a long way to them feeling seen and heard.
- Coaching: One of the great things about Check-ins is that you are given the opportunity to coach outside of your normal 1-on-1s. When you see that your direct report has left a comment on their Check-in, comment back! Give them praise for handling a situation well or help them come to a solution for a problem they are experiencing. These moments are some of the most valuable when using Check-ins.
- Take action: Get the most out of each Check-in by using the different options to take action on items in your direct report's Check-in. You have the option to add to your next 1-on-1 to talk about a particular point in more detail and can add items to your direct report's Wins and Challenges, which will appear in Best-Self Review® resources for you to refer to when you fill out their next manager review. If there is a matter that is particularly concerning or you would like your manager to be aware of it, pass the answer up and your manager will see the item when you submit your next Check-in.
- Celebrate wins: Giving feedback isn't always about saying what could have been done better, but also reinforcing when something has gone well. Did your direct report complete their big project or hit their quota? Give them a high five, or even write a comment on the priority in their Check-in. Not only are you acknowledging the win, but you are showing appreciation. People that feel appreciated are far more likely to do more great things for the team and be happier doing them.
Related resources 📖
- Help Center article 💡: Communicate with your team using 15Five
- Blog post 🕺: How to Foster a Continuous Feedback Culture (8 min read)
- Blog post 🕺: 9 Ways to Give Effective Feedback (6 min read)
- Video 🎥: The Science of Delivering Effective Feedback