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Making the Case for Regular Check-Ins

March closes our first quarter and with that, comes quarterly check-ins for many organizations who practice continuous performance management. If you are not currently performing quarterly check-ins with your employees, let me share a personal story with you that will emphasize the benefits of regular check-ins.

Two years ago, I was a part of an organization that transitioned from a standard performance review process (one yearly check-in) to biweekly check-ins. My first thought was “wow – as if I don’t have plenty of work to do already, now I have to meet with my manager and my direct reports every other week.” At first, I did not understand the benefits of this new process, nor did I educate myself, but I learned quickly.

As an employee, I was given the choice to keep the communication with my manager as it was. We continued the “old” process of meeting at year-end to see if I had any questions about my evaluation and move onto setting goals for next year. Meanwhile, I adopted the new process with my direct reports, and quickly saw the benefits of giving frequent feedback as it helped my team improve and drove successful outcomes.

However, when year-end came, my evaluation was not as great as I had expected. Since I had essentially failed to adopt our new process, I missed out on feedback that could have been given to me with enough time to correct my course.

You can say that I learned my lesson. I learned that quarterly check-ins or more frequent check-ins, are not designed to double your workload, but allows you to have a friendly and informal relationship with managers and employees. Conversations can be more open, honest, and more forward-facing to ensure success and a positive outcome during year-end evaluations. Issues can be addressed and corrected during the early stages without leaving behind the positive feedback, letting employees know what he/she has done well.

New to Continuous Feedback?

Here are some topics to discuss during regular check-ins:

  • What was accomplished since last meeting?
  • How can performance be improved?
  • How does the employee contribute towards goals and company values?
  • Something that has been done well.
  • Something that should be improved.

A strong relationship between employee and manager can help employees to be more engaged and focused, contribute towards business goals, and increase retention rate. In many cases, a bad relationship can lead to many things, including bad performance and negative reviews. Start the conversation with your employees today – and then make it a point to keep have those conversations on a regular basis!

A Modern Approach to Performance Management
AltaFlux Corporation

By AltaFlux Corporation

AltaFlux understands what you and your organization need to excel, and can deliver rapid innovation to unleash your full workforce potential. Together, we can empower your business by streamlining, transforming, and optimizing your key HCM and talent processes with industry-leading SAP SuccessFactors technology—enabling you to adapt at the speed of change.