How can check-ins be characterized in terms of their utility for managers and employees?

Check-ins are characterized as a coaching and development tool because they facilitate ongoing conversations between managers and employees regarding performance, personal development, and career growth. This regular dialogue helps to clarify expectations, provide feedback, and foster a supportive environment for learning and development.

During check-ins, managers can identify areas where employees may require additional support or resources, and employees can discuss their challenges and aspirations. This collaborative approach enhances the relationship between managers and employees, making it an effective method for guiding professional growth and improving overall performance.

Utilizing check-ins in this manner emphasizes the importance of continuous feedback rather than relying solely on formal performance reviews. It acknowledges that development is an ongoing process and empowers employees to take charge of their growth with the guidance of their managers.