Performance Peering & Check Ins

With 75% of employees believing feedback is valuable implementing Check Ins and Performance Peering Appraisals should be welcomed by most managers and workers.

Check Ins in the workplace are brief, regularly scheduled discussions between employees and their leaders, designed for specific and intentional communication. They are a two way discussion that serves a dual purpose, allowing employees to provide leaders with updates on their ongoing tasks, projects, and overall progress and insights into their personal well-being. They’re typically 5–10 minutes long and can be scheduled daily, weekly, or monthly, depending on the organisation's structure and requirements.

Performance Peering Appraisals involve collaborative efforts among team members to enhance overall productivity and performance. This approach encourages the integration of formalised peer-to-peer performance appraisals within the program, empowering employees to assess and support each other on a level playing field, enriched with the empathy, and understanding that only a coworker can provide.

Conducting effective Check Ins and Performance Peering Appraisals requires thoughtful planning. Here are 11 pro tips to help you get started:

1. Build trust to promote honest and transparent communication.

2. Establish a regular schedule that is calendarised and complied with.

3. Create a safe space that encourages candid and respectful exchanges.

4. Prepare a format for Check Ins and an agenda for Performance Peering Appraisals to guide the conversation and keep it on track, and to ensure that all necessary points are covered.

5. Encourage employee input and allow them to lead the discussion and share their updates, concerns, and achievements freely.

6. Learn to actively listen showing empathy, understanding, and genuine interest in their experiences and perspectives and without interrupting.

7. Provide constructive feedback to help employees identify areas for improvement and growth and focus on providing guidance and support rather than criticism.

8. Collaboratively set realistic and achievable goals that align with their professional development and the organisation's objectives.

9. Document action items for follow-up and accountability.

10. Follow-Up on progress at the beginning of each Check In and appraisal.

11. Express appreciation acknowledging the employee's contributions, hard work and dedication to the team and the organisation's goals is just good leadership.

To make the right choice for your business today and implement strategic and formalised strategies to drive your success for tomorrow reach out to Kayleen Martin at 027 647 5000 or at kayleen@ripple.net.nz.