Build A Check In Culture that Employees Love

In 2012, when Adobe’s Senior Vice President of People Resources, Donna Morris, took a bold stance of ‘We want to abolish the performance review format’, the wave that Check Ins created across Social Media made organizations frenetically move to rejig performance management.

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In 2012, when Adobe’s Senior Vice President of People Resources, Donna Morris, took a bold stance of ‘We want to abolish the performance review format’, the wave that Check Ins created across Social Media made organizations frenetically move to rejig performance management.


The dreaded process that everybody needs but nobody likes, was soon replaced by words like Conversations, Real Time, Coaching, Ratings no more!  If you are someone who is looking to embrace Check Ins for your organization, the realization is that it is definitely more than a process!


Here are 5 ways in which you could drive a check in adoption.


The check in mindset:

‘Mindset is everything’. The starting point is to help people understand the ‘Purpose’ behind a check in culture, and what’s in it for them. Managers have a very crucial role to play in adopting check ins and in turn role modelling. Equip them to move conversations to a coach led style rather than a managerial style.


The Goldilocks Way:

We all know the tale of the adorable family of bears, and the little girl with the Golden Curls, who always wanted it ‘Just Right’ (much to the consternation of baby bear of course!). Check Ins follow a very similar principle of neither too many, nor too few. But 'just the right' frequency which each team would want to set.


Task them no more!

Most often than not, we hear leaders speak about employees who are not driven to ‘enter’ feedback. For a Gen Z or a Millennial Manager driven workforce,  systems of engagement are driven by voice and video. Think about a design that gets the exchange of feedback so seamless, that it’s part of the role, rather than a task by itself.


Don’t ignore Goal Management

In a Fitbots study on what Gen Zs and Millennials want from Performance Management, 61% of respondents opined that performance management would be engaging, if goals are well defined. So, before you run a follow up to update Check Ins, get them to understand OKRs/ Goals.  


Insights

The ‘What’s in it for me’ needs to be answered time and again while rolling out a new people practice, the same with Check Ins. Systems that serve the unserved customer need are most likely to be adopted faster. Think about generating insights that would create the most impact to that team member, be it learning, an opportunity or career growth.


Want to learn more about how to implement an OKR and Employee Check In Culture. Write into Fitbots.

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