Employee Check-In Sheet

A supervisor should know what is going well for an employee, what is getting in the way, and where clearer direction would help. The FLS Employee Check-In Sheet gives that conversation a practical structure without turning it into a speech.

What is in the check-in sheet?

This two-page fillable PDF starts with your observations and the questions you want to ask. It gives you room to record the employee's perspective, recognize a specific contribution, and agree on action.

• Prepare observations about strengths, changes, and concerns.
• Ask five questions about progress, obstacles, expectations, support, and priorities.
• Record facts that still need verification.
• Assign commitments to an owner, due date, and check-back.
• Set the next check-in and record progress at follow-up.

Listen, clarify, and follow through

Choose a private setting and explain the purpose. Ask the questions, then give the employee time to answer. A useful check-in may reveal an unclear priority, a training need, or good work you have not recognized.

Finish with clear commitments on both sides. If you promise support or an answer, record it and follow through. The next conversation should start with what happened after the last one.

Use the right process for the conversation

A routine check-in is not a hidden disciplinary meeting. If the issue requires formal counseling or another agency process, be clear about the change in purpose. For preparation, see Before You Counsel an Employee and the Difficult Conversation Planner.

This sheet is also included in the Conversations and Documentation Pack.