Getting your staff into the habit of checking in with you can be challenging. Many employees or contractors have an independent streak and want to do things on their own terms. Being autonomous is important for them because it gives them a sense of control and agency. Most individuals don’t want to have to report to you every five minutes to ask for your permission to do things. 

Fortunately, getting your staff into the habit of checking in with you is less complicated than you might think. Workers will respond favorably if you give them the right “nudges” to quote behavioral economists. But what should you be doing specifically? Let’s take a look. 

Outline What You Expect 

The first step is to outline what you expect from your employees or contractors without being pushy. You don’t want to make them feel like your company is a dictatorship but, at the same time, you need to set clear boundaries. 

The best way to do this is non-confrontationally. Don’t make a big deal out of the need to check in with you or other senior members of the team. Just make it clear that that’s how your company does things. 

You can be specific about communication frequency, but you don’t have to be. Staff will usually get the hang of when they can proceed themselves, and when they need your help dealing with problems. 

Create A Trusting Environment

Another strategy is to create a trusting and friendly environment with the people with whom you work. You want individuals to feel confident coming forward to ask questions. 

Ideally, demonstrate you are approachable and responsive. Make it clear that you expect staff to approach you, not that you want them to leave you alone. 

Many managers in forward-thinking companies operate an open-door policy. That means that their door is literally open, inviting staff to talk to them. It also means that they respond pleasantly when team members call about legitimate questions or ask permission to go ahead with a specific task or project. 

Use Technology Tools

You can also get your staff into the habit of checking in with you using remote tools. Generic solutions, like Slack, are great for remote staff, but you may require something more specific, such as BuildOps field service management software. 

Technology tools are becoming more powerful over time because of changing cultural dynamics. Millennials and new entrants to the workforce like Gen Z, are keen to use computers wherever possible to streamline their workflows and improve their ability to render services. Calendars, chat apps, project management tools, and even regular email can all help keep people communicating with each other and you. 

Make It Clear Why Check-Ins Are Important

Another thing you can do is make it clear why check-ins are important. Your team needs to understand the “why” of check-ins, and what makes them valuable to company operations. 

Try not to focus on their inadequacies and inability to perform the job. (After all, why are you employing them?) Instead, focus more on the professional development aspect of the process, or safety. Turn the whole exercise into something that aligns with their interests. 

Lead By Example

You can also promote check-ins by leading by example. For instance, if you have remote employees, make a habit of phoning up and asking them how they are. Find out what they are enjoying about the work, and what is causing them to struggle. 

Reward Team Members Who Check-In Regularly

Another thing you can try is rewarding team members who check in regularly, according to company policy. Offering a “carrot” approach can be a great way to get team members on board. 

You can reward team members in multiple ways, depending on your corporate culture and management style. Options include: 

• Showing appreciation verbally
• Providing bonuses
• Offering promotion opportunities to those who follow company policies

Monitor Check-In Frequency Over Time

While you are carrying out these strategies, it is essential to monitor check-in progress over time. You want to know whether your actions are making a difference or if the number of employees and contractors communicating with you properly is acceptable. 

Take note of any issues or inconsistencies and address them promptly. Make sure you are making progress towards your goals. If you aren’t, then you may need to switch tactics. 

Train Employees On Checking In 

Finally, you might want to train employees on the value of checking in and the practical steps they need to take. The lack of communication may simply reflect an absence of skill or knowledge.