Listen to what staff are feeding back, ideas they have, concerns being raised, and let them know it’s genuine that you are listening to them. Feed back when challenges have been solved, or ideas have been put into action, or explain reasons why some ideas given haven’t taken place.
When we're facing difficult times of any sort, reacting from an emotional perspective is inevitable as we respond to challenging situations which may be infused with threat and uncertainty.
Meeting check-in questions
- What sort of day is everyone having so far?
- What has made you feel proud recently?
- What do you feel has got your attention today that you wish to share?
- What is needed to help you through these challenges?
- In a word, how are you feeling about the day ahead?
Meeting check-out questions
- What are you all taking away from the meeting today?
- How are you all feeling as we finish today
- What is the next thing you are going to do today?
- What sort of things are you all doing to recharge today?
- Are we all ok for the next meeting? Any final comments?
- Thank you for all your input, it's been very valuable
As managers, it's really important to check in and then out of meetings at a human level. It means we can gauge the feelings and mood of the team, create space for people to talk about their day if they want to, and make sure people can finish their day in a supported way, knowing their hard work has been genuinely appreciated and acknowledged. Ask the questions to staff about how they are feeling, in team meetings give the opportunity for people to say on a scale of 1-10 how they are in general feelings. NHS Employers have some nice tools for how you are feeling today.
Maybe at the beginning of team meetings have the opportunity to get together a few minutes earlier to talk about non work related discussions, give a space for people to talk about the day before, or what they have coming up.
Have quick check-ins with staff and ask how the day has gone, or if there is anything bothering them that they want to discuss before leaving for the day.
Say well done, thank you, give feedback on their work, not matter how small or obvious some feedback may seem.
Importance of and what to say – try to protect time for one-to-ones and avoid cancellations or regular meeting clashes if possible.
Working with staff in one-to-ones using the discovery questions, listed below as a guide can help people reflect on what they are already doing, or how they could help themselves for both work and their own wellbeing.
It also gives an opportunity for staff to voice what support they need from you as their manager.
- How are you? What sort of things are you feeling or thinking now?
- What are you working on now?
- Tell me more about the progress you have made with…….
- What learning have you achieved in the last week?
- What else do you feel you have you achieved this week?
- What activities have contributed towards your goals both personally and professionally?
- What things are you doing to create moments of enjoyment in your day or week?
- What are you doing for your own health and wellbeing this week?
- What sort of things have you built into your daily routine to look after your wellbeing?
- What do you need from me?
- What other support do you need?