Scheduled Check-Ins Overview

Check-ins are a structured way to align team members and managers, fostering impactful coaching conversations and performance reviews within WorkBoard.

With tools like AI-powered summaries and integrated agendas, check-ins enable:

Clarity: Align goals with team objectives and business outcomes
Efficiency: Use data-driven insights to reduce preparation time
Growth: Identify opportunities for development and close gaps in performance

The Check-in solution allows HR to structure performance review and conversation templates for specific parts or levels in the conversation, and automatically include the relevant team OKRs and an individual’s results and contribution on the team so both manager and team member have this data for discussion.

Reviews are easier to conduct, connected to impact on company and team results, and fact-based –creating coherence as organizations rapidly adjust strategic priorities and team OKRs while ensuring that individual measures and incentives stay aligned with the team’s evolving strategic priorities.

Please contact your CSM for more information and resources.

Finding & Completing Your Check-Ins

Once a Check-in Cycle has been organized for your organization, you can access your Check-ins from the Check-Ins page from the Meetings & Reviews top navigation. This page shows you any check-ins you need to have and the timeframe for which you need to have them, as well as any past check-ins.

Managers will see all the check-ins they need to have with their team, as well their own.

Once you go to a Check-in, you will see the structured agenda for the check-in, including Team and Personal OKRs (if applicable), as well as any discussion topics that were outlined for the check-in.

Once the conversation is complete, Managers should "Mark as Complete" so the conversation and its completion is recorded.

Preparing for Check-Ins

Performance and success coaching conversations, focused on elevating a team member’s impact and contribution over the quarter and over time, help people stay connected to the company strategy while considering their own impact and growth trajectory.

Preparation for these conversations enable a better conversation, whether the conversations is for yourself as an individual, or for a someone who reports to you.

Here is a set of recommendations for preparing for these check-in conversations!

Managers

Make time and space to be your best in the meeting
Review direct report's GenAI Impact Summary to get data on how person performed as a starter
Use "Coach on Call" to brainstorm how to handle difficult conversations
Use the structured agenda and fact-based information beforehand to drive the conversation
Complete “PACE” mutual rating to provide feedback on performance

Individuals

Make time and space to be your best in the meeting
Review your own GenAI Impact Summary to get a starter draft of your own result performance
Use "Coach on Call" to brainstorm how to handle difficult conversations
Use the structured agenda and fact-based information beforehand to drive the conversation
Think through and be open about achievements and intellectually honest about where you need to improve and help is needed
Complete “PACE” mutual rating to share self-assessment on performance

These conversations enable the sharing of performance feedback bi-directionally and foster discussions about personal growth. They also provide an opportunity for team members and managers to calibrate on perceived performance, alignment, and competence, helping to address the “elephant in the room” and close gaps as early as possible.

You organization will likely design and set expectations and guidelines for these conversations, but here is a suggested format and set of guidelines for check in discussions:

Open with curiosity and inquiry on how the team member is doing
10-minute discussion of results achievements on OKRs, celebrating big wins and acknowledging any setbacks
20-minute discussion on PACE (performance, alignment, competence and engagement) to discuss and address gaps in perception
20-minute discussion on career aspirations and growth opportunities
Reset expected completion of any past due actions from prior meeting

HR: Setting Up & Tracking a Check-In Cycle

HR can strategically schedule check-ins for the entire organization or targeted groups. Before initiating the process, it's essential to consider a few key elements to ensure success:

Design a Structured Agenda: Define the topics to be covered during check-in conversations. Include elements like Team OKRs and Personal Goals to align discussions with measurable outcomes. A consistent agenda fosters uniformity in coaching conversations and ensures a comprehensive approach to employee development.
Incorporate PACE Ratings: Decide whether to leverage PACE (Performance, Alignment, Competence, Engagement) ratings. This framework facilitates alignment between managers and employees, addressing performance perceptions and uncovering potential misalignments early, creating a space for open and honest dialogue.
Decide on a Clear Timeline: Set a timeline for when check-ins should be conducted and completed. A well-defined schedule ensures consistency across the organization and allows leaders to track progress effectively.

Here is a more detailed article on how to set up a scheduled check-in step by step.

A user needs access to the Governance role is required to set up check-ins for an organization in WorkBoard. Please contact your CSM for access.

Publish Check-In Records to Workday

The WorkBoard Workday integration enables system administrators to automatically sync WorkBoard check-in records to Workday, ensuring accurate tracking and documentation. The integration allows check-in conversations from WorkBoard, including OKRs, PACE Ratings, topics, and takeaways, to be uploaded as a PDF to the employee's Workday profile. This automation improves efficiency, reduces manual effort, and ensures compliance with reporting standards.

Learn more here.