15 Jan 3 Ways to Check In With Your Team Before the New Year
The new year is right around the corner, and you know what that means—fresh starts, big goals, and maybe a few “I’m finally going to keep my inbox at zero” resolutions. But before you dive headfirst into 2025, here’s a thought: Have you really checked in with your team?
Not just the casual, passing “Hey, how’s everything going?” kind of check-in, but a real, meaningful conversation about what they loved, what they didn’t enjoy or what drained them, and how they want to grow in the upcoming year. Think of it as your team’s annual tune-up—quick, intentional, and has the possibility to be incredibly impactful.
Here’s how to take inventory of your team in three simple, meaningful steps:
1. Have Them Take a Work Inventory
Before you meet with your team, ask each person to reflect on their work this past year and prepare a simple inventory to send you ahead of time. Here’s the framework:
- What do you love doing and feel awesome at?
- What do you like doing and feel ok at?
- What do you not enjoy doing and are good at?
- What do you not enjoy doing and are not good at?
It’s that easy—and so revealing. This step sets the stage for an open and honest conversation.
If you need a visual guide, download our free PDF here!
Why It Works: Real-World Insight
One client came to us with a challenging situation: they had an employee who had once been a top performer but had been “phoning it in” for nearly a year, showing a less-than-desirable attitude and a general lack of engagement. The manager was so frustrated that they were considering letting the employee go.
When we suggested having the manager ask these four simple inventory questions, they uncovered the real issue. The employee wasn’t disengaged because of laziness or disinterest—they were bored. They had mastered their responsibilities and felt stagnant but didn’t think to ask for more challenging work.
This conversation changed everything. The result? The manager was able to re-engage the employee by realigning their responsibilities, retaining a skilled team member, and creating opportunities for them to contribute at a higher level.
2. Schedule 45-Minute One-on-Ones
Once you have their inventory, schedule 45 minutes to sit down with each direct report. Use this time to:
- Reflect on their list and celebrate their strengths.
- Talk about how to leverage what they love and excel at—how can you design their work to include more of this?
- Brainstorm ways to reduce or offload what they dislike and struggle with—can someone else on the team shine here, or is there a way to automate or rethink these tasks?
The key is engagement. These conversations aren’t about making big promises or changes right away. Instead, they’re about starting a dialogue and showing your team that their input matters.
3. Be Intentional About Next Year
As you wrap up each conversation, talk about the future. How can you work together to set them up for success in the new year? Think of this as a chance to co-create their own, personal roadmap for the year.
- Focus on what they love and how it aligns with team goals.
- Explore creative solutions for what they dislike.
- Most importantly, make it clear you’re invested in their growth.
Pro Tip: Check in again mid-year to revisit these conversations. Priorities shift, roles evolve, and work changes and this keeps everyone in sync.
Why This Matters
At Talent Suite, we know that anything is possible when businesses design people strategy to meet their business strategy. We have a suite of tools/services that can help give you the insights to understand how your team members are wired, what motivates them, and how to get the right people in the right seats.
Here’s what makes it work:
- Short, actionable methods to create sustainable change—no more one-day workshops that everyone forgets.
- A data-driven approach to solve challenges like broken hiring practices, team dysfunction, and leadership development.
- Empowered teams that thrive by aligning work with strengths and reducing friction.
Ready to Check In?
Your team’s success starts with intentional conversations. Take inventory, start the dialogue, and see how 2025 can be your team’s best year yet.
Contact Talent Suite today to learn more about how we can help you align your people strategy with your business goals!