How To Check In With Your Team - Blog Header Image
Jon Alarcon

Jon Alarcon

How To Check In With Your Team

Checking in with your team members to ensure they’re doing well in life is an essential aspect of effective leadership and employee well-being.

Certainly, checking in with your team members’ well-being is not only important for their individual health and happiness but can also have significant benefits for the business.

Why This Matters

At the end of the day, without dollars coming in the door, a business can’t move forward. The act of securing more funding or net new revenue can be impacted by a poor emphasis on employee well-being.

Improved Employee Engagement and Productivity:

According to Gallup’s State of the Global Workplace report, engaged employees are 17% more productive than their disengaged counterparts. Regular well-being check-ins can boost employee engagement not just by showing that the organization cares about their holistic wellbeing, but actually knowing what to do to help

Reduced Turnover:

High employee turnover is costly for businesses. Research conducted by SHRM (Society for Human Resource Management) found that replacing an employee can cost as much as 90-200% of their annual salary. When employees feel supported and valued, they are more likely to stay with the company.

Enhanced Employee Satisfaction:

A survey by SHRM found that 55% of employees considered a manager’s interest in their well-being as “very important” for their job satisfaction. Satisfied employees are, as we’ve seen from the previous two examples, more likely to stay at the company and be more productive.

Higher Employee Morale:

A report by Glassdoor states that 67% of employees believe their employer cares about their well-being. When employees feel their well-being is a priority, it contributes to a positive workplace culture and higher morale.

Turning This Into A Reality

There are various ways a manager can achieve a strong culture through checking-in with their team. Depending on the scale of the business, the existing culture, and potential industry regulations, you may consider using a few of these strategies or all of them.

This is a journey in itself just as much as a business’s revenue can be seen as a journey. At Worklyfe, we believe managers want to do right by their employees but sometimes they’re a bit lost as to where to begin or execute on this piece of the leadership puzzle.

Here are some tips and practical strategies you can use to make this possible.

Build a Foundation of Trust:

Create an open and trusting work environment where team members feel comfortable sharing their personal concerns.

Conduct Regular One-on-One Meetings:

Schedule regular one-on-one meetings with team members to discuss both work-related matters and personal well-being. These meetings can be weekly, bi-weekly, or monthly, depending on your team’s needs. Early in your relationship with an employee, it’s helpful to get to know them as a person to begin understanding how you can best support them.

Active Listening:

Actively listen to your team members during these meetings. Pay attention not only to what they say but also to how they say it. Changes from their usual demeanor or speech patterns can help you clue into whether something is off. Encourage them to express their thoughts and feelings.

Ask Open-Ended Questions:

Use open-ended questions to encourage team members to share more about their lives outside of work. For example, ask, “How are things going for you outside of work?” or “Is there anything on your mind that you’d like to discuss?”

Show Empathy:

Be empathetic and understanding when team members share personal challenges. Avoid judgment and offer support where possible. Let them know you care about their well-being.

Be Respectful of Privacy:

While it’s important to check in on their well-being, respect their privacy. Don’t press for details they may not be comfortable sharing.

People should feel empowered to bring as much of themselves to work as they’d like to. This sometimes means there are individuals that are going to choose to keep parts of their lives that don’t need to involve work outside of work; and that’s okay.

Offer Resources:

Be aware of and ready to provide information about company resources like Employee Assistance Programs (EAPs) and counseling services that can assist with personal challenges.

Ask your Human Resources department to provide you with options you can offer to your employees, if possible, or redirect them when you feel necessary to the person at the company that is most qualified to review these options. 

However, the important part to remember here is that simply reminding your employees that the company does have resources available to them is a small gesture that can make a significantly positive impact on the working relationship. 

Be Flexible:

Allow flexibility in work schedules or arrangements when appropriate. For example, if a team member is going through a difficult time, offer the option of flexible hours or remote work. Be flexible in rearranging meeting times and have patience and understanding if things change last minute.

When employees feel they have agency over their schedules whenever possible, they feel more trusted and empowered; therefore, they often do better work.

Lead by Example:

Demonstrate a healthy work-life balance yourself, which can set a positive example for your team members.

Additionally, if your team has access to personal and professional development platforms like Worklyfe, it would be beneficial to use these platforms yourself to demonstrate that you truly do care about the big picture.

Follow Up:

After discussing personal matters, make it a point to follow up in subsequent meetings to check on their progress and show your ongoing support.

This shows your employees that you were paying attention.

Encourage Work-Life Balance:

Encourage your team to prioritize work-life balance and take time off when needed. Avoid sending work-related messages or emails during non-working hours unless it’s urgent. You can use the “Send Later” features in email and Slack/Teams, or preface messages to let them know you don’t expect an immediate response.

Bonus: Here are instructions on how to do this in Microsoft Teams and Slack.

Last but most certainly not least…

Be Patient:

Recognize that some team members may not be comfortable discussing personal issues right away. Give them time and space to open up at their own pace.

Remember that your role as a manager extends beyond tasks and deadlines; it includes caring for the well-being of your team members. By demonstrating empathy and providing a supportive environment, you can help ensure that your team members are doing well in both their personal and professional lives.

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