Implementing Regular Check-Ins To Gauge Team Health

Microsoft discovered something shocking about burnout: 77% of employees are completely exhausted at work. So they took a new approach to reinvent how they led their teams. Here's the framework that's transforming companies worldwide: Empathetic leadership isn't just a nice-to-have—it's backed by science. Companies like Microsoft and Accenture have made it their core leadership approach. The reason? It reduces burnout by 47% and increases retention by 54%. Here's the proven framework transforming teams (A 2-minute guide): The EMPATHY Model of Leadership E - Engage • Schedule 15-minute daily "energy check-ins." • Focus on listening 80% of the time. M - Model • Share your own burnout experiences openly. • Document your personal recovery strategies. P - Prioritize • Block 2 hours daily for focused, uninterrupted work. • Implement "No-Meeting Wednesdays." A - Acknowledge • Create safe spaces for honest conversations. • Track individual stress triggers systematically. T - Think Ahead • Use the 80/20 capacity rule for project planning. • Build in recovery time between major deadlines. Y - You • Schedule non-negotiable recovery blocks. • Practice the 4-7-8 breathing technique daily. 3 Immediate Actions to Start Today: • Begin with one 15-minute check-in. • Block your first "deep work" time. • Start a team stress trigger log. Major companies are seeing incredible results with this approach. It’s transforming burnout into breakthrough performance. The science is clear—empathy isn’t soft; it’s strategic. How do you help your team thrive? Share your experiences in the comments ⬇️ - Want more on becoming the leader everyone wants to work for? • Join the 300,000+ leaders who get our weekly email newsletter: https://lnkd.in/en9vxeNk • Become part of our leadership community at https://lnkd.in/etZGVhtE • Follow for daily insights on leading high-performing teams • Share with leaders in your network➢ Lead with impact.

One of the hardest balances to master as a leader is staying informed about your team’s work without crossing the line into micromanaging them. You want to support them, remove roadblocks, and guide outcomes without making them feel like you’re hovering. Here’s a framework I’ve found effective for maintaining that balance: 1. Set the Tone Early Make it clear that your intent is to support, not control. For example: “We’ll need regular updates to discuss progress and so I can effectively champion this work in other forums. My goal is to ensure you have what you need, to help where it’s most valuable, and help others see the value you’re delivering.” 2. Create a Cadence of Check-Ins Establish structured moments for updates to avoid constant interruptions. Weekly or biweekly check-ins with a clear agenda help: • Progress: What’s done? • Challenges: What’s blocking progress? • Next Steps: What’s coming up? This predictability builds trust while keeping everyone aligned. 3. Ask High-Leverage Questions Stay focused on outcomes by asking strategic questions like: • “What’s the biggest risk right now?” • “What decisions need my input?” • “What’s working that we can replicate?” This approach keeps the conversation productive and empowering. 4. Define Metrics and Milestones Collaborate with your team to define success metrics and use shared dashboards to track progress. This allows you to stay updated without manual reporting or extra meetings. 5. Empower Ownership Show your trust by encouraging problem-solving: “If you run into an issue, let me know your proposed solutions, and we’ll work through it together.” When the team owns their work, they’ll take greater pride in the results. 6. Leverage Technology Use tools like Asana, Jira, or Trello to centralize updates. Shared project platforms give you visibility while letting your team focus on execution. 7. Solicit Feedback Ask your team: “Am I giving you enough space, or would you prefer more or less input from me?” This not only fosters trust but also helps you refine your approach as a leader. Final Thought: Growing up playing sports, none of my coaches ever suited up and got in the game with the players on the field. As a leader, you should follow the same discipline. How do you stay informed without micromanaging? What would you add? #leadership #peoplemanagement #projectmanagement #leadershipdevelopment

By the time you notice your team's disengaged, They've already been thinking about leaving. For months. "But they seemed fine in our quarterly review!" Here's the truth about engagement: It's not quarterly. It's not monthly. It's daily. Your team's mood is like a vital sign: → Yesterday's frustration becomes today's resignation → Small tensions grow into major conflicts → Unspoken concerns transform into exit interviews Leaders who retain top talent? They don't wait for problems to surface. They create daily temperature checks: 1. Start meetings with real check-ins Not "how are you?" (useless) But "what's energizing you today?" (revealing) 2. Watch for pattern shifts Someone usually chatty goes quiet? That's data. The kind you can't get from an annual survey. 3. Make it safe to speak "What's blocking your best work today?" Then actually help remove those blocks. Because when you know what your team is thinking, You can fix issues before they become exits. Great retention isn't about reaction. It's about daily connection. What's your team really thinking today? _______ 👋 Hi, I’m Sharon Grossman! I help organizations reduce turnover. ♻️ Repost to support your network. 🔔 Follow me for leadership, burnout, and retention strategies