Check-ins are an expectation for all employees at Larimer County. They are an opportunity for employees and supervisors to get on the same page regarding work, give and receive feedback, and get help or resources.
Documentation
Check-ins should be documented. Pick a documentation method that creates a collaborative document for employees and supervisors. Try starting with one of these templates, then add content like an ice breaker, followed by agenda items such as: project or team updates, goals, or expectation setting to create a customized tool for documenting the check-in.
Ice Breakers
Ice breakers in 1-on-1 check-ins are light, friendly questions that help start the conversation and build rapport. They encourage sharing wins, personal interests, or reflections, setting a positive tone before discussing work, goals, or feedback.
Employee Check-In Topics & Conversation Starters
First Check-In
- What are top priorities on this team/for this role right now?
- What expectations do you have for me?
- What does success look like in this role?
Workload
- Here are accomplishments/updates since the last check in…
- Places I’m stuck or hitting roadblocks are…
- Questions I have are…
Feedback
- What are some areas where I can grow?
- Ideas I have for innovation or improving office processes/tasks are…
Goals
- Progress I made on existing goals includes…
- Upcoming milestones for my goals are…
- I’d like to learn more about (or get certification/experience in)...
Professional Development
- My strengths and skills are…
- My short term (next 12 months) career interests are…
- My long term (next 2-5 years) career aspirations are…
Expectation Alignment
- The following expectations feel unclear to me…
- What constitutes a timely response (to calls/emails/chats)?
- When and how do I escalate concerns?
- Here is what I understand the expectations for me to be…
Supervisor Check-In Topics & Conversation Starters
First Check-In
- Explain expectations for check ins (frequency/duration, content and feedback).
- What are some of your strengths?
- How do you learn new tasks or processes best?
- How do you like to be recognized?
Workload
- Agency/Office updates I have for you are…
- What can I do more or less of to help you?
- Ideally, what does support from me look and sound like right now?
Feedback
- Achievements I’ve noticed, or Nectar shout outs you’ve received include…
- Growth areas I’d like you to focus on are…
Goals
- What progress have you made on your existing goals?
- What needs to be eliminated, updated, or revised with your existing goals?
- What resources and support do you need to move forward with your goals?
- What new work related or professional development goals would you like to focus on?
Professional Development
- What opportunities have you identified to help you build or enhance your knowledge and skills?
- What barriers or gaps exist between your current knowledge, skills and abilities and your short or long term interests?
- What are opportunities I can create to help you work towards your goals?
- What resources do you need for professional development, and are there resources (scholarships, reimbursement programs) available?
Expectation Alignment
- Core responsibilities for this position are…
- Do these responsibilities match what you understood your role to be?
- Where do you feel you need more clarity?
- The tasks that are priorities for me in your workload are…
- What support do you need from me to meet these expectations?
For additional check-in templates or conversation starters, contact your HR Generalist.
