What are momentum check-ins?
A momentum check-in is a regular, structured conversation between a leader and a team member to reflect on progress, identify challenges, and adjust strategies for continued growth.
Rather than focusing solely on evaluation like standard performance reviews, these check-ins emphasize what’s working, what’s not, and what needs to change to maintain or accelerate momentum.
The phrase “performance review” often carries a negative connotation—something formal, rigid, and sometimes punitive. It implies judgment rather than collaboration. In contrast, momentum check-ins are:
- Forward-looking, not backward-focused: Instead of dwelling on past performance, these conversations center on how to keep moving forward.
- Collaborative, not top-down: Employees feel supported rather than scrutinized, making it easier to have open and honest discussions.
- Action-oriented, not just evaluative: The goal isn’t just to review but to adjust, refine, and improve in real time.
- Frequent and flexible, not annual and stressful: Regular check-ins allow for continuous improvement instead of once-a-year feedback surprises.
By reframing these conversations as momentum check-ins, we shift the focus from “Are you performing?” to “How can we build on what’s working and remove obstacles?”—leading to better engagement, growth, and results.
How to Conduct Momentum Check-Ins
Momentum check-ins are most effective when they’re structured, collaborative, and action-oriented. Here’s how to ensure they create clarity, alignment, and growth:
1. Prepare Ahead of Time
Both the leader and the team member should come prepared with notes on:
- What’s going well: Wins, progress, and key achievements since the last check-in.
- What’s not going well: Challenges, roadblocks, or areas where support is needed.
- What should change: Ideas, improvements, or adjustments to keep things moving forward.
The team member shares their notes in advance, giving the leader time to review and identify key discussion points. This ensures a more thoughtful and productive conversation.
2. Create a Collaborative Environment
The check-in should be a two-way dialogue, not a one-sided evaluation. The leader’s role is to:
- Ask questions to understand the team member’s perspective.
- Recognize accomplishments and contributions.
- Identify ways to remove obstacles and provide support.
- Align on priorities and next steps.
3. Deliver Feedback Live
Instead of sending written feedback in advance, the leader shares their observations during the check-in. This approach allows for:
- Real-time conversation: Ensuring clarity and reducing misinterpretation.
- Tone and delivery control: Leaders can adjust how they communicate feedback based on the team member’s reactions.
- More impactful discussions: Live feedback allows for immediate problem-solving and action planning.
4. End with Clear Next Steps
Wrap up the check-in by summarizing key takeaways and defining action items:
- What will continue as is?
- What needs to improve or change?
- What support is needed to move forward?
Document any agreed-upon next steps to keep momentum going until the next check-in.
By following this approach, momentum check-ins become a powerful tool for ongoing growth, engagement, and alignment—without the pressure or negativity often associated with traditional performance reviews.
