When was the last time you had a real conversation with an employee on your team? Not a project update or a quick “How’s it going?” but an honest check-in about goals or ways to improve performance.
If it’s been a while, you’re not alone. Many organizations still rely on annual reviews to talk about performance long after the moment to make an impact has passed. But today’s employees crave something different. Our People Science Team recently found:
- 82% of employees say managers help them learn and grow.
- Nearly 50% of HR professionals believe there is a lack of manager involvement.
- 71% say managers should discuss growth and development with employees.
So while the news is mostly positive, there is still plenty of room for improvement.
That’s where “check-ins” come in. Let’s discuss …
What check-ins are — and why they work
Check-ins turn performance management into something continuous. They’re simple coaching conversations between managers and employees — the kind that build trust, uncover roadblocks, and keep everyone aligned on what matters most. Whether it’s setting priorities, revisiting goals, or checking on well-being, regular check-ins help teams stay connected and inspired.
And the data backs it up. Continuous performance conversations have been shown to improve employee performance by as much as 26%, according to Gartner.
Top Workplaces Research Lab Insight
“Nearly half of HR professionals say a lack of manager involvement is one of the biggest hurdles to employee development.”
10 ways to use check-ins across the employee journey
Ongoing check-ins — or coaching conversations — can (and should) happen at any point in the employee journey. Here are 10 smart, high-impact ways to use them:
1. Manager conversations
Build stronger relationships by understanding what employees are working toward, what’s getting in their way, and how you can support their success. These check-ins set the foundation for trust and performance.
2. Employee conversations
Create a space for employees to share upward feedback, voice concerns, and offer ideas that improve team effectiveness. A quick check-in can surface insights you’d never get otherwise.
3. New hire conversations
Support onboarding with early alignment on expectations, role clarity, and comfort levels. A few intentional check-ins in the first weeks can dramatically improve ramp-up.
4. Goal conversations
Discuss progress in real time, revisit priorities, and ensure goals stay relevant and not forgotten. Regular check-ins prevent surprises during performance reviews.
5. Career development conversations
Explore long-term aspirations, identify development needs, and connect employees to opportunities. These check-ins keep growth moving year-round.
6. Project conversations
Stay aligned on deliverables, timelines, and action items. A quick project check-in helps teams address risks early and keep work moving smoothly.
7. Pulse conversations
Go beyond performance to check in on well-being, engagement, workload balance, and burnout risk. These conversations strengthen psychological safety and trust.
8. Coaching and skill-building conversations
Reinforce strengths, address skill gaps, and provide targeted coaching that supports continuous learning. These check-ins help employees build confidence and capability.
9. Talent planning conversations
Review readiness, discuss future possibilities, and support succession planning. These strategic check-ins ensure future leaders stay visible and supported.
10. Exit conversations
Gather candid insights from departing employees to improve culture, processes, and leadership practices. Even one well-run exit check-in can offer invaluable feedback.
Seven pro tips for better coaching conversations
1. Meet consistently
Think of coaching conversations like going to the gym — results come from showing up regularly. Whether you meet weekly or quarterly, consistency builds trust and keeps goals from gathering dust.
2. Capture key highlights
Don’t rely on memory alone … it has a spotty track record. Jot down quick notes after each check-in to track wins, challenges, and follow-ups. Or better yet, use a tool that makes this easier. Future-you will be grateful.
3. Revisit goals often
Goals can collect dust quickly. Use every conversation to confirm what’s still relevant, what needs refreshing, and what’s getting in the way.
4. Discuss skill growth, not just performance
Performance is the scoreboard; skills are the training. Make space to talk about new strengths employees want to build, not just the metrics you’re measuring.
5. Make check-ins a two-way dialogue
If you’re doing all the talking, it’s a speech, not a conversation. Invite honest feedback and make space for employee insights. You’ll learn more than you expect.
6. Gather stakeholder input
Bring in feedback from project leads or partners when it helps. Think of it as the “director’s commentary” that gives you the full story, not just the highlight reel.
7. Keep it focused and action-oriented
End every check-in with clear next steps. If someone walks away wondering, “So… what now?” the conversation isn’t finished. Clarity drives progress.
Ready to turn everyday conversations into real performance momentum?
See how check-ins can help your managers build alignment, trust, and growth — one coaching conversation at a time.
