Open Absorb → 2026 HR Training Catalog → Search "Let's Talk Check-Ins"
The resources below complement the training and are designed to help employees and supervisors prepare for, and get the most out of, their regular check-ins.
What is a Check-In?
Check-ins are brief, planned conversations between employees and supervisors focused on communication, feedback, expectations, goals, and support.
They are not performance evaluations. Instead, they provide regular opportunities to stay aligned, recognize successes, address questions early, and strengthen working relationships.
Why Check-Ins Matter
Check-ins help employees and supervisors:
- Stay aligned on priorities and expectations.
- Give and receive feedback regularly.
- Identify barriers before they become larger issues.
- Track goals and professional development.
- Build stronger working relationships.
- Create consistent documentation that supports performance management.
Shared Responsibilities
Check-ins work best when employees and supervisors share responsibility for the conversation. Both bring updates, questions, feedback, and ideas, creating an opportunity to strengthen communication, align expectations, and support success.
Employee Expectations:
Employees play an active role in making check-ins successful. Come prepared with updates, questions, ideas, and any challenges or barriers you're experiencing. Use check-ins as an opportunity to ask for feedback, discuss priorities, collaborate on solutions, and identify any support you need. When appropriate, help document action items and follow through on agreed-upon next steps.
Supervisor Expectations:
Supervisors are responsible for creating the opportunity for regular check-ins by scheduling and prioritizing these conversations. Come prepared to share updates, clarify expectations, provide coaching and feedback, and listen to understand employee needs. Document key discussion points, action items, and follow-up items to help maintain alignment, accountability, and continuity between meetings.
What Happens During a Check-In?
Every check-in is unique. The topics below are intended to help guide the conversation, and most check-ins will naturally cover one or more of these areas depending on current priorities, questions, and support needs.
Employee Conversation Starters by Topic
Workload, Projects, & Roadblocks
- Here is where I am at with [Project/Task]. My progress since we last spoke is...
- I’m hitting a wall on [Task] because of [Barrier/Collaboration Issue]. Can we brainstorm how to get past this?
- Here are the items I need answers or decisions on from you before I can move forward: [List items].
- To get this across the finish line, I need [specific resource/team help/time]. Can we arrange that?
Transparency & Fact Finding
- I’ve heard some buzz/rumors about [Topic] and wanted to bring it to you directly so I can focus on the facts. What is the actual status of this?
- I want to make sure I’m not making assumptions. Can you give me more transparency on why we are shifting focus to [Initiative/Project]?
Goals & Professional Development
- Here is the milestone I just hit on my goal for [Goal]. The next step is...
- I think I would benefit from more training/learning in [Topic/Skill]. Are there resources or upcoming scheduling opportunities for this?
- I’m really enjoying [Task/Responsibility]. How can we align more of my short-term (12-month) focus to build on this?
Feedback & Alignment
- The expectations around [Process/Task/Response Time] feel a bit blurry to me. Can we define what 'success' looks like here?
- I’ve noticed a bottleneck in our office process for [Task]. I have an idea for how we might innovate or streamline it—can I pitch it to you?
Supervisor Conversation Starters by Topic
Task, Project & Initiative Updates
- What are you working on right now, and where are we at with [Specific Project/Initiative]?
- I’ve got [Initiative] on my ongoing list for us. How is that progressing, and what’s the next milestone?
- Where are you feeling stuck? Are there any barriers, delays, or collaboration issues holding you back?
- What questions do you have for me today? What do you need answers on from my end so you can move forward?
- How are we looking on the financial/budget side for [Project]? Are there any outstanding vendor issues we need to address?
Handling Complaints & Concerns
- I wanted to start by chatting about [Situation/Concern] that was brought to my attention. Can you help me understand what happened from your perspective?
- I noticed [Situation] occurred earlier this week. Walk me through how that went down so I have the full picture.
Realigning Expectations
- Let’s look at how [Task/Situation/Logistics] went. How did you see it? ... Here is how I saw it. It looks like our expectations got misaligned. How do we get on the same page for next time.
- Let’s review our expectations around [scheduling/answering customers/response times]. What is your understanding of the current standard, and where are we running into friction meeting it?
General Well-Being & Admin
- Are you still enjoying your job? What’s been the most rewarding part of your work lately, and what’s been the most draining?
- What upcoming absences or time-off do you have scheduled, and do we need to coordinate coverage for your tasks
- Have you been able to schedule your training/development yet? Are there other topics in your day-to-day work you think you'd benefit from learning more about?
Conversation Openers
Here are a few optional ice breaker ideas to get the conversation started.
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.
