Your direct report(s) have submitted their Check-in—now what? The Check-in is an effective tool for employee engagement and performance, 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 they're 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 weekly routine, while simultaneously giving you a way to get valuable feedback from your team.
Best practices for reviewing Check-ins
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.
Acknowledgement: 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 sections to your direct report's Wins and Challenges to help you fill out their next Best-Self 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.
All done? Make sure to click Mark as reviewed to ensure you get credit for reviewing your team's Check-ins!
Being a reviewer in 15Five gives you the tools to truly make a difference at the company you work at, but also the lives of the direct reports you manage. As a manager, you can help coach your people to be their best-selves and 15Five makes that easier to do so.
Success Center article 🗒: Post Review Resources- What now?