“I’m doing weekly check-ins with my team, but is there a bigger picture conversation we should be having?” – Gavin from Maryland.
Hopefully you are having weekly check-ins with your team members – frequent conversations about near-term future work. But is that all you should be doing? What does the larger, yearly or biannual conversation look like?
If you want to show your employees that you care about them and their future careers, having a “Super Check-In” is imperative. This is the longer, more robust conversation that should happen at least once a year, or more if that’s what your employee needs. There are two types of questions you should ask:
- Ask them about them. What do they love about their current job? What do they get a kick out of? What are their aspirations? Their perfect job? What do they love about what they do, and where could that lead them?
- Ask them about their performance. What are their skills? What are their certifications? How do they feel about their present and past performance?
Once you’ve covered those two subjects, you can pull what you’ve learned into a conversation about where this team member is headed.
You’ll quickly realize that just by asking these questions and listening to the answers, your team member will appreciate your awareness and concern for them. You’ll also be able to help your employee see their own possibilities in new light. You’re helping them see what they could take with them, what they’ve picked up along the way, and what skills they should build on to achieve their best outcomes.