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May 28, 2024

25+ Ready-to-Use Employee Check-In Questions

a computer screen with a thought bubble with a smiley emoji and a question mark

Employee check-ins are essential for maintaining a healthy work environment and helping managers and employees feel comfortable in their day-to-day lives. Here’s how you can make them simple, smooth, and –dare we say? – kinda fun.

Why Check-ins Matter

Regular manager check-ins help you keep your finger on the pulse of your team's well-being and employee performance. They offer a chance for real-time feedback, goal alignment, and addressing concerns before they snowball.

Setting the Stage

  1. Schedule Regularly: Consistency is key. Aim for bi-weekly or monthly check-ins.
  2. Choose the Right Setting: A relaxed, private environment works best. Consider a quiet office or a cozy corner of your favorite coffee shop.
  3. Prep in Advance: Review past check-ins, current projects, and any relevant data to help you find talking points. This prep will help you ask informed questions and provide actionable feedback to your team members.

Check-in Template: The Ultimate Playbook

1. Start with Positives

  • Begin on a high note. Highlight recent wins and accomplishments.
  • Example: "I loved your presentation on the new project. It was clear, concise, and engaging."
  • Additional Questions:some text
    • "What recent achievement are you most proud of?"
    • "Can you share a moment this month when you felt particularly successful?"
    • "Which of your recent tasks or projects do you feel went exceptionally well?"
    • "Who on the team has been particularly helpful to you recently?"
    • "What positive feedback have you received from clients or colleagues?"

2. Discuss Challenges

  • Address any obstacles or issues the employee is facing.
  • Example: "I noticed you’ve been struggling with the new software. How can we make this easier for you?"
  • Additional Questions:some text
    • "What roadblocks have you encountered recently?"
    • "Is there any part of your work that feels particularly challenging right now?"
    • "How can I or the team support you in overcoming these challenges?"
    • "Are there any resources or tools you need that you currently don't have?"
    • "Have you faced any unexpected issues with your current projects?"

3. Set Goals

  • Collaborate on setting achievable, short-term goals.
  • Example: "Let's aim to complete the project by the end of next week. What support do you need to make this happen?"
  • Additional Questions:some text
    • "What are your top priorities for the next two weeks?"
    • "How can we align your personal goals with the team's objectives?"
    • "What milestones do you aim to achieve before our next check-in?"
    • "What resources or support do you need to meet these goals?"
    • "Are there any skills or areas you want to focus on improving in the short term?"

4. Feedback Loop

  • Encourage feedback from the employee about their role, the team, and the company.
  • Example: "How are you finding your current workload? Is there anything we can adjust to help you?"
  • Additional Questions:some text
    • "What aspects of your role do you enjoy the most?"
    • "Is there anything about your job that you find frustrating?"
    • "How do you feel about the communication within the team?"
    • "What suggestions do you have for improving our workflow?"
    • "How can we make your work experience more fulfilling?"

5. Development and Growth

  • Discuss career development, work-life balance, and opportunities for growth.
  • Example: "What skills or experiences are you looking to develop over the next few months?"
  • Additional Questions:some text
    • "What professional development opportunities interest you?"
    • "Are there any training or courses you would like to attend?"
    • "How do you see your career progressing here?"
    • "What new responsibilities would you like to take on?"
    • "How can we support your long-term career goals?"

Pro Tips for Effective Check-ins

  • Listen Actively: Make sure to listen more than you speak. This shows you value their input. And when you receive feedback that surprises you, talk it through! 
  • Be Present: Avoid distractions. No phones, no emails. Give your full attention.
  • Follow Up: After the check-in, send a summarized version of what was discussed and the agreed-upon action items.

When done right, regular check-ins can transform your team's performance and morale. By following these steps and using our templates, you'll be on your way to improved employee engagement, more straightforward performance reviews, better work relationships, and a more productive team. 🌟