IN THIS ARTICLE

Wambi Check-ins are an integrated extension that will provide insights to help gauge your team’s sentiment and engagement. Comprised of short question statements that your team will see at regular intervals on their newsfeed, the goal of implementing Check-ins is to provide your teams with the ability to easily communicate their sentiments about their work experience and engagement on a continual basis. See below for our recommended library of question statements by topic. 

Check-in basics


Ready to get started? Follow the 1-2-3 of Wambi Check-ins and ensure that your Check-ins:


  1. Track the same question(s) or question statement(s) over time to allow for ongoing analysis
  2. Are short, relevant, and easy to complete
  3. Recur regularly for at least a year (we recommend a quarterly recurrence)


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How to structure your Check-in question statements


You can determine if you want to present your team with question statements that track certain outcomes over time, which are not actionable, or if you want to ask question statements that will drive actions to improve outcomes. Typically, a 1:2 ratio of outcome question statements (O) to driver question statements (D) helps build trust with teams - the driver question statements with actionable outcomes (and subsequent actions taken by leaders) lead to an increase in the responses to the outcomes question statements.


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Check-in topic library


Here are our Check-in topic suggestions, structured using the outcome:driver ratio we recommend. Interested in a different topic? Connect with your Client Relationship Director to discuss your goals further!


Values and Recognition
  1. I feel connected to my organization's values and mission. (O)
  2. Recognition and feedback from patients is regularly shared with me. (D)
  3. Special milestones and achievements receive appropriate recognition. (D)

Employee Sentiment
  1. I feel that I have the opportunity to make a difference here. (O)
  2. I am recognized and thanked for my efforts at work. (D)
  3. My mental health and wellbeing are supported. (D)

Management
  1. I am frequently inspired to do my best at work. (O)
  2. My manager is empowered to support me. (D)
  3. I receive regular and meaningful feedback on how I do my work. (D)

Communication
  1. I am provided the information I need to do my job well. (O)
  2. I know my organization's plans for the future. (D)
  3. Communication from my organization is clear and timely. (D)

Team Dynamics
  1. I can depend on my team. (O)
  2. My team works toward clearly shared goals. (D)
  3. The workload is evenly shared across my team. (D)

Culture
  1. I feel connected to my organization. (O)
  2. I have the right work-life balance. (D)
  3. I feel cared for by my organization. (D)

Training
  1. My (ongoing) training is sufficient for my needs. (O)
  2. I know about (ongoing) trainings that are available to me. (D)
  3. I can implement my (ongoing) training immediately to my work. (D)

Retention
  1. I see myself working in this organization over the next year or two. (O)
  2. There are opportunities to advance my career and achieve my professional goals here. (D)
  3. I feel valued and am encouraged to advance my career here. (D)

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