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The Performance Agreement - Check-ins

Process: Step 3

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Lesson duration

About 6 minutes

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What you will learn:
  • When the Check-in functionality becomes active
  • Using the Check-in stats
  • How a manager would do a check-in on an objective, and provide feedback
  • How the employee can reply to a checked-in objective's feedback
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Doing a Check-in on Objectives

After submitting their performance objectives, employees will work on achieving them for three to five months before doing the review with their managers.

During this period, using the Check-in functionality provides a simple but effective way of keeping the objectives in focus, getting guidance and direction from a manager, and ensuring there are no surprises during the actual review.

Just note, a manager does not have to check-in on all objectives every time a Check-in is done. Select a few - if guidance is needed - and give feedback only on those objectives. During the next Check-in, focus on another set of objectives.

Remember, a Check-in is not a replacement for a face-to-face discussion with your employee/manager, it is done in addition to regular discussions.

A Check-in can be done as many times during your performance cycle as is needed.

Activating the Check-in functionality

Using the Check-in functionality is optional and depends on a company's configuration.

If Check-ins are enabled in the system, the CHECK-IN button will become active when an employee's objectives have been submitted and approved - that is when the contracting phase has concluded. See the screenshot below.

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Check-in statistics

When the employee or manager opens the employee's check-in screen, find a summary of Check-in statistics at the top of the screen. It serves to give some indication of where to focus, and this is helpful when there are lots of objectives on a performance agreement.

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See below for the interpretation of the numbers.

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Do a Check-in (as manager)

Since the bulk of the activity on the check-in screen is from the manager's side, the following screenshots are from the manager's perspective.

  • From the Manager's Performance Management Dashboard, locate the applicable person's contract, and click its CHECK-IN button.

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  • The Check-in screen opens, revealing:

The Check-in stats at the top.

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The standard section menu is on the left side of the screen.

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The objectives are grouped per section in the middle of the screen.

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  • Locate the objective due for a Check-in, and click on its record ... 

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  • ...to open the check-in feedback screen.

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  • Provide feedback as needed.

The feedback in the My Comments field is made available to your employee; feedback typed as Private Comments is not.

 

  • Use the Rating toggle button to indicate current progress sentiment.

 

Evaluating an item is not done in terms of the regular 1 to 5 (e.g.) rating scale but in the format of an On Track, or Not on Track indication.

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  • Click SAVE when done.

After saving the feedback, notice how the feedback is added to the history of the objective's check-ins.

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  • In the lower, right corner, click EDIT LAST COMMENT to edit the last feedback. The agreement screen is updated with objectives having had check-ins done on them.

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Reply on Check-in feedback (as employee)

When an employee views a review period on their performance management dashboard, the presence of check-in feedback is displayed as a status message.

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  • Click CHECK-IN to open the check-in screen.

The screen statistics are updated to reflect new entries.

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The checked-in objectives are highlighted, and feedback is visible.

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  • Click on an objective's record if the employee would like to reply to the manager's feedback.

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Feedback history is updated if comments are saved. Use the EDIT LAST COMMENT link in the lower right corner if you'd like to edit the comment. 

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The Check-in screen is updated with the employee's reply.

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  • Click BACK TO DASHBOARD to exit the check-in screen.

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Recommended further reading:

 

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