CHECK-INS Check-Ins ins are regular discussions between you and your manager to review ongoing goals, , and continuous development. In addition, you and your manager should discuss openly how you are delivering against your goals and where development actions could improve performance- and behaviors (both what and how you deliver)
- Development actions that could improve performance and help you reach your career ambitions.
How often should Check-Ins occur? Employees should set up check-in discussions with their Manager at least once per quarter. What should I do if I take on a new role or will have a new Manager?"Prior to a change of role or Manager, you should initiate a closing check-in with your Manager. Then, your Manager should complete a snapshot to assess your performance based on currently defined objectives.
When you take on a new role, reporting to a new Manager, you should initiate a check-in with your new Manager to discuss coming priorities and objectives. You are also responsible for leading your development discussion.
How should I consider my Behaviors Self-Assessment? As part of the check-in, employees have the ability to rate themselves against Syensqo’s behaviors. This self-assessment, alongside your manager’s assessment, is meant to encourage reflection and create more meaningful, two-way conversations about how you demonstrate our behaviors. Read more about Syensqo’s levels of performance here. | Expand |
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| title | When discussing the behaviors assessment, it is important for employees and managers to: |
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| Understand the Criteria | Familiarize yourself with Syensqo’s behaviors to help you understand the basis of the assessment. Be Open-Minded | Approach the feedback with an open mind. Remember that feedback provides an opportunity for growth and improvement. Reflect on Examples | Think about specific instances where you have demonstrated the behaviors. This can help you understand the feedback better and provide context.
Acknowledge Strengths and Areas for Improvement | Recognize both your strengths and areas where you can improve for a more balanced view. Plan for Development | With a comparison view of both the employee’s self-assessment and their own assessment, managers can use the analysis to prepare for a development discussion.
Employees can use the output of the discussion and the behavior assessment to build development goals. |
When you will stay in the same role, reporting to a new Manager, you should initiate a new check-in with your new Manager. If possible, you, your previous Manager, and New Manager would be present as a best practice in order to encourage transparency and a smooth transition.
SNAPSHOTSThe Snapshot is the summary of every check-in, prepared by the Manager, and captured in the Performance tool in My HR Services. Snapshots are comprehensive overviews of an individual’s performance, behaviors, development, and potential. When prepared properly, the snapshot provides honest, direct feedback to the individual, and avoids surprises at the Year-end Assessment.
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