Keep your team

By increasing empathy and engagement.

4 million

Americans quit their jobs in July 2021

10.9 million

job openings in the United States as of July 2021

30 %

of those jobs might have been saved by doing one thing

What can I do?

Hold an engagement check-in…
Which will help you build trust, understand engagement levels, and provide insight on how to make positive changes in the workplace.

It’s as easy as 1, 2, 3

Prepare

Identify the right time and place to have the conversation:

Use in a regularly scheduled one-on-one
Schedule a check-in meeting with your key contributors
Ask questions in-the-moment when structured meetings aren’t feasible

No matter what method works best for you, give your employees a heads up when possible.

Download the meeting invitation template

Meet

Discuss the three questions in the engagement check-in worksheet with your employees.

Scroll down to the FAQ’s section for tips on how to respond to difficult feedback.

Open the Engagement check-in worksheet opens in a new window

Follow up

Circle back with your employee on any commitments that were made.

Share the results with Human Capital so we can determine if there are things that we can do as an organization to help.

Frequently Asked Questions

An engagement check-in is a conversation between a people leader and their direct report about that employee’s experience. The purpose of this conversation is to form a deeper connection between the people manager and their team members, as well as to proactively tackle any concerns employees have in order to increase engagement and reduce unwanted turnover.

The timing of when it makes the most sense to have this conversation may be different due to the business need. There are several moments where it may make sense to implement this process:

After common review, around mid year check ins, after Employee Experience Survey results are shared, or pre-and-post talent review
During periods of high turnover
Before, during, or after a period of change (such as team restructuring, re-prioritization of work, etc.) or long-term projects
Can also be incorporated into regular 1:1s

You may encounter a situation where an employee express concerns or has questions that may require a thoughtful response from you. When this happens, keep the following in mind:

Focus on responding with compassion and empathy. Your team member may be disclosing something that is difficult to share – start your response by letting them know you appreciate their feedback, and that their concern is heard.

Without divulging confidential information, focus on answering the employee’s questions as transparently as possible. This will help to build your relationship on a foundation of trust and mutual understanding.

Remind the employee that there may be certain topics outside of your control. If applicable, share with them that you are happy to discuss topics with your leadership or share their thoughts with Human Capital to develop creative solutions to problems.

If an employee discloses that they are struggling with a personal matter such as mental health, for example, remind them that you are there to support them. In addition, reach out to your human capital partner to identify what employee assistance programs are available to them.

Keep your team

Prepare

Meet

Follow up

Frequently Asked Questions

What’s an engagement check-in?

Who should I check-in with?

When should I have the conversation?

Should I use an engagement check-in as part of a performance review?

What should I do if I don’t know how to respond to specific questions or concerns?