Good morning, everyone! As we head quickly toward Q2, we are sure that many of you are gearing up to engage in first-quarter check-ins, reviews, goal-setting meetings, and more. If you have a manager invested in these conversations then we encourage you to take advantage of their investment in YOUR growth! This is a fabulous indication from the organization you’re working for that they are truly invested in developing their talent at all levels.

So, how do you extract the most value out of quarterly check-ins? Keep reading below to find out!

Quarterly Check-in Best Practices:

Stay Aligned with Goals: If you work for a corporation, you’ve likely engaged in the goal-setting process. What this often looks like is employees utilizing online platforms to input different types of goals (professional, cultural, behavioral, etc.) to create a measure of accountability on a quarterly, bi-annual, or annual basis. So, before engaging in the conversation with your manager, review the goals you set for the year so that you can evaluate how you measure up to where you should be tracking!
Create a Comfortable Atmosphere: Remember, you will get out of the conversation precisely what you give! Put meaningful effort into evaluating how you’ve met goals, made progress towards goals, turned in unanticipated directions, adapted goals, or even fallen short. It’s okay to learn and to grow! Goals are fluid and not fixed, so they can change to adapt to how your role ebbs and flows throughout the year. On that same note, we encourage you to jot down a few notes and document your ideas of how to adapt those goals in your internal HR system so that they are reflective of the rest of your year! Showcasing your own preparation will not only provide your manager with the tools to conduct a meaningful conversation but will benefit you long-term too.
Call out Your Own Constructive Criticism: Before entering into the conversation, identify areas that you could personally see a need for growth or that you anticipate a person in leadership may call out. That way, you’ll avoid ever coming across as arrogant or unaware of yourself and areas of opportunity. I specifically measured the metrics in my goals against my performance (ex: aim for 5 meetings with various company leaders – did you have 3? 6? How are you measuring up?), and in doing so, was pleasantly surprised by how easy it was to seek out my own areas of improvement.
Say Thank You: While you should always thank someone else for taking the time to engage with you no matter what the topic, it’s especially important to thank your manager for feedback and not express any animosity depending on the result. Getting constructive criticism is a part of life, and a vital skill to success is being able to channel those types of messages with action and appreciation.

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