What part of your work would you like to feel more confident about? Start with the employee’s context before recommending training. Agree on a goal that connects to an actual task or responsibility.
What is one idea you have taken from your recent training? Invite an example in the learner’s own words. This is a conversation about understanding, not a surprise assessment.
Where could you try that idea? Choose a suitable opportunity to practice, with supervision or guidance where needed. Formal training does not replace required workplace procedures or professional requirements.
What is getting in the way? Ask about time, access, unclear instructions, or missing context. Decide together what support would make the next step more manageable.
What should we revisit next time? Agree on one action and a sensible check-in point. Keep notes focused on the learning goal and the support promised, then follow through.
Five questions for a better learning check-in
Turn a routine progress conversation into a useful discussion about learning, practice, and support.
Practical guide · Continuous learning