Frequent Check-Ins
Suggested Strategy: Allow your employees to feel that you’re engaged in the process of keeping them there through check-ins, both formal and informal. Structure these check-ins from the beginning and you’ll have the opportunity to see growth.
Suggested Questions:
Î Self-Actualized Question: What is your relationship with feedback and check-ins? Did you receive them at your last place of work, and if so, what worked/didn’t? If you didn’t, what do you wish to come out of the check in process? Î Rating Question: On a scale of one to six, with six being I give you quality feedback and check-ins on a weekly basis, and one being I rarely give you feedback of quality, where would you rate me and why? What can we do to move this process closer to a six?
Suggested Activities:
Î Whiteboard Coaching: Come up with an action plan based on that feedback to adjust the way you deliver feedback in the months to follow and write it out on a whiteboard to provide a visual representation of your coaching target’s goals and the steps they will need to take to reach those goals. Have your coaching target participate through writing out their strategy themselves through the discussion.
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