Why Check-Ins May Be Better Than Reviews

In the dynamic landscape of modern workplaces, traditional performance reviews are increasingly being scrutinised for their effectiveness. Long heralded as the cornerstone of employee performance management, annual or biannual reviews are often criticised for being too infrequent, too rigid, and too focused on past performance rather than future growth. In response, many organisations are shifting towards a more continuous and flexible approach: the employee check-in. This evolution in performance management is proving to be more aligned with the needs of today's workforce, offering significant benefits in terms of feedback, communication, and relationship-building.

What are Check-Ins?

Check-ins are regular, informal conversations between a manager and an employee, typically occurring on a weekly, biweekly, or monthly basis. Unlike traditional reviews, which often focus on evaluating past performance over a long period, check-ins are forward-looking and centred around ongoing development. They provide an opportunity for employees and managers to discuss current projects, address any concerns, set short-term goals, and adjust priorities as needed.

The frequency and informality of check-ins create a more agile performance management process. Rather than waiting months to address issues or celebrate successes, managers can provide immediate feedback and support, making it easier to course-correct or capitalise on strengths as they emerge.

The Differences Between Check-Ins and Traditional Reviews

The primary difference between check-ins and traditional reviews lies in their frequency and focus. Traditional reviews are typically conducted annually or semi-annually and often involve a formal, structured process that can be time-consuming and stressful for both managers and employees. These reviews usually assess past performance, often against a set of predefined objectives or competencies, and culminate in a rating or score that can impact promotions, pay raises, or other career opportunities.

In contrast, check-ins are informal, more frequent, and less structured. They focus on the present and the future, with an emphasis on real-time feedback, goal-setting, and personal development. Instead of being an evaluation of past performance, check-ins are a collaborative dialogue that encourages employees to take ownership of their development and enables managers to provide the support and resources needed to achieve their goals.

The Benefits of Check-Ins

1. More Frequent FeedbackOne of the most significant advantages of check-ins is the frequency of feedback. In traditional reviews, feedback is often delayed, meaning that issues may go unaddressed for months. This lag can result in missed opportunities for improvement or the perpetuation of poor performance. According to research by Gallup, employees who receive feedback at least a few times a month are nearly twice as likely to be engaged at work compared to those who receive feedback less frequently (Gallup, 2016).

Check-ins, by contrast, allow for immediate feedback, enabling employees to make adjustments in real time. This ongoing dialogue helps to ensure that employees are always aligned with the company's goals and can quickly adapt to changing priorities.

2. Addressing Opportunities and Issues More Quickly The regularity of check-ins means that managers and employees can address opportunities and issues as they arise, rather than waiting for a formal review period. This proactive approach reduces the likelihood of small problems escalating into larger ones and ensures that successes are recognised and built upon immediately.

For example, if an employee is struggling with a particular task, a check-in provides the perfect opportunity to discuss the challenge, offer guidance, and identify any additional resources or training that might be needed. Conversely, if an employee has excelled in a particular area, a check-in allows for timely recognition and the exploration of ways to leverage that success in future projects.

3. Relationship Building Between Line Manager and Employee Regular check-ins foster stronger relationships between managers and employees. The informal nature of these conversations creates a more open and trusting environment, where employees feel comfortable sharing their thoughts, concerns, and aspirations. This ongoing dialogue helps to build rapport, enhance mutual understanding, and create a sense of partnership between managers and their teams.

In contrast, the formality and infrequency of traditional reviews can create a sense of distance between managers and employees. Reviews often feel like a top-down process, where the manager is the judge and the employee is the subject. Check-ins, on the other hand, are a two-way conversation that encourages collaboration and mutual support.

4. Building Better Communication Effective communication is the cornerstone of any successful organisation, and check-ins play a crucial role in fostering open and honest communication between managers and employees. By making check-ins a regular part of the work routine, companies can create a culture of continuous feedback and dialogue.

Check-ins provide a platform for employees to voice their opinions, share ideas, and discuss any challenges they may be facing. This not only helps to address issues before they become major problems but also empowers employees to take an active role in their development and the success of the organisation. Moreover, the continuous nature of check-ins helps to ensure that communication is not just reactive but also proactive, allowing managers and employees to stay aligned and work together towards common goals.

5. Encouraging Employee Development and Growth Check-ins are inherently focused on the future, making them an ideal tool for encouraging employee development and growth. During check-ins, managers can work with employees to set short-term goals, identify areas for improvement, and discuss career aspirations. This ongoing focus on development helps to ensure that employees are continually learning, growing, and evolving in their roles.

Moreover, the personalised nature of check-ins allows for tailored development plans that align with the individual needs and aspirations of each employee. This not only enhances employee satisfaction and engagement but also contributes to the overall success of the organisation by ensuring that employees are equipped with the skills and knowledge needed to meet the company's evolving needs.

The Implementation of Check-Ins

For organisations looking to implement check-ins as part of their performance management strategy, several key considerations should be kept in mind:

- Frequency and Structure: Determine the optimal frequency for check-ins based on the needs of the organisation and its employees. While weekly check-ins may be ideal for some, others may benefit from biweekly or monthly conversations. The structure of check-ins should also be flexible, allowing for both formal and informal discussions.

- Training for Managers: Managers should be trained on how to conduct effective check-ins, including how to give constructive feedback, set goals, and facilitate open communication. This training should also emphasise the importance of empathy, active listening, and emotional intelligence in building strong relationships with employees.

- Technology and Tools: Consider leveraging technology to facilitate check-ins and track progress. Performance management software can help to streamline the process, making it easier for managers and employees to schedule check-ins, set goals, and document feedback.

Check-ins, by contrast, allow for immediate feedback, enabling employees to make adjustments in real time. This ongoing dialogue helps to ensure that employees are always aligned with the company's goals and can quickly adapt to changing priorities.

Conclusion

In an era where agility, communication, and employee engagement are more important than ever, check-ins offer a modern and effective approach to performance management. By providing more frequent feedback, addressing opportunities and issues in real time, and fostering stronger relationships between managers and employees, check-ins can drive higher levels of performance, satisfaction, and success.

While traditional reviews still have their place in some organisations, the benefits of check-ins make them a compelling alternative for those looking to enhance their performance management strategy. By embracing this more flexible and continuous approach, companies can create a culture of continuous improvement and growth that benefits both employees and the organisation as a whole.

References

Gallup, "State of the American Manager: Analytics and Advice for Leaders," 2016. [Gallup Report]
Harvard Business Review, "The Performance Management Revolution," 2016. [HBR Article]
CIPD, "Performance Management: An Introduction," 2021. [CIPD Guide]
Deloitte, "Global Human Capital Trends," 2017. [Deloitte Insights]