Weekly Check-in: How it works

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The weekly check-in campaign is the core of the Friday Feedback experience. This feature is geared towards team leaders (typically with five or more direct reports) and is meant to provide tactical insights about an individual’s work experience. If you are in agile circles, this is very similar to a weekly retrospective, but online.

 

Weekly cadence, named feedback

The check-in campaign is run on a weekly basis because the type of feedback collected is tactical and actionable. Similar to how one-on-one meetings run, a weekly cadence is crucial and helps discover roadblocks impeding progress.

In addition, the responses to the check-in are not anonymous. While it’s true that you may receive filtered feedback when it’s associated with someone’s name, we have heard time and time again that the feedback they receive in Friday Feedback is more honest and provides more detail compared to the feedback they receive in-person. This should be no surprise, people are more honest when they have time to think and compose a message.

In addition, if you’re trying to create a culture of open feedback, how does anonymous feedback reinforce that? It encourages people to behave in the exact opposite way. In addition, you can’t make actionable changes if you have no idea who said what. Team leaders end up painting with a broad brush vs. making targeted improvements.

 

Questions to ask

The check-in campaign is grouped into the following pieces:

1.) Numeric (default) question

How was your experience at work this week?

This question helps team leaders get a sense of how an employee (or team) is feeling over time. We recommend taking action on “below average” responses as it could be a sign that the individual is struggling and needs help/coaching.

 

2.) Open-ended questions

The next piece of the check-in is asking a couple open-ended questions like, “What was the highlight of your week?”, or “Is there anything you need help with?” These questions are geared towards a better understanding of the employee’s situation. Ideally, these inspire you to act.

You have the ability to customize questions. We’ve also included a “list” question type, which collects feedback in a list format. This is particularly useful for asking questions like “what are your priorities for the upcoming week?”

 

3.) Send Kudos (Recognition)

The final piece of the check-in campaign is to send kudos to other members of the team who have gone above and beyond in their work.

If someone receives a kudo, an email is sent to them, encouraging them to log in and see what the other person said. A kudo sent is private by default, meaning only the team leader and the person receiving the kudo┬ácan see it, however, there’s an option to send a public kudo, which everyone inside the organization can see.

Kudos

This feature is powerful as it’s a great source of motivation, and it also encourages more people to check-in (driving team-wide adoption).

If you have questions about how a check-in campaign works, please contact us.

Friday Feedback