Managers often tell their subordinates how they want something completed by the next week. However, they would never check in with the team to know if there were any issues in the project competition. Regular check-ins ensure that the team will complete the project on time.  

It will also bridge the communication gap between the employees and the managers. While the structure of the regular check-ins should remain casual, it should lead to a productive and valuable discussion. So, why should managers check in with their people? Let's discuss it in detail. 

Importance of Regular Check-Ins from Managers

Continuously reviewing and checking in with people will allow managers to boost morale and reduce labor turnover. According to the 2022 Global HR Research Report, companies that continuously review and check in with employees are 44% better at retaining people and 39% better at attracting top talent. 

Furthermore, it also paves the path for effective communication as the team will trust the managers. The employees will discuss the issues they're facing in accomplishing a task. It can also allow managers to give or take feedback on the project's progress. 

Regular Check-Ins and Micromanagement: What is The Difference?

A lot of people might think that regular check-in means asking the employees about each and everything. It falls under micromanagement, and it would lead to frustration among your employees. So, it is important to know the line between both these things. 

Regular check-in entails dropping by time after time to ensure everything is going smoothly. You can ask the team: 

• Is there anything they need for the completion of the project? 
• Do they have a clear idea about the priorities?
• What can you expect about the project's progress in the coming days? 
• Is there any change in the plan as you proceed with the project?

Asking such things will only take 10 to 15 minutes, but it can keep you up-to-date about the team's progress. One important thing to keep in mind is that you shouldn't check in with your team members after every 15 minutes. 

That will count as micromanagement, as the employees would believe you don't trust them. Ideally, you can have a small productive conversation with your team daily or weekly. 

How To Conduct Effective Check-ins? 

Since you'll only have around 10 to 15 minutes with your employees, there are a few things that you need to remember. It will ensure a productive conversation with your employees regarding the project. Here is what you need to keep in mind: 

• Prepare what questions you need to ask your team to know about the project's progress
• Take input from all members to ensure everyone is on the same page 
• Summarize all the key takeaways from the discussion at the end of the day 
• If possible, document the entire discussion so you can start from where you left

These pointers will help you stay on track and get relevant information from your team about the project. You can use the details to provide relevant assistance to your team. 

Final Thoughts 

In a nutshell, frequent check-ins with your subordinates are necessary for clarity, assistance, and continued support. It is equally important that managers don't turn check-ins into micromanagement, as it can lead to further issues.