For Direct Support Professionals, few things feel more discouraging than support that feels like surveillance. Leaders often intend to be helpful when they “check in,” but if it comes across as monitoring or second-guessing, trust can erode quickly.
The challenge for supervisors is learning how to stay connected and supportive without making DSPs feel scrutinized. Checking in should strengthen confidence, not undermine it.
The Difference Between Support and Oversight
Checking up focuses on compliance: Did you do this? Why didn’t that happen? Are you following the plan exactly? While accountability matters, constant oversight can signal a lack of trust.
Checking in focuses on people: How are things going? What’s working? Where do you need support? The goal is understanding, not control.
DSPs can usually tell the difference immediately.
Intent Matters—but Impact Matters More
Leaders may intend to offer help, but if every interaction feels corrective, DSPs will become guarded. Over time, they may stop sharing challenges or asking questions, choosing instead to keep their heads down.
Effective check-ins communicate partnership. They say, “I’m here to support you,” not “I’m here to catch mistakes.”
Ask Open, Supportive Questions
The questions leaders ask shape the conversation. Supportive check-ins sound like:
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“How is the shift going today?”
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“What’s been hardest this week?”
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“Is there anything you need from me right now?”
These questions invite honesty and problem-solving. They open the door without pushing staff through it.
Timing and Tone Matter
Checking in during high-stress moments or in front of others can feel intrusive. Whenever possible, choose a calm moment and a private setting. A relaxed tone and genuine curiosity go a long way in building trust.
Sometimes a brief, sincere check-in is more effective than a long conversation.
Listen Without Jumping In
One of the quickest ways to turn a check-in into checking up is to immediately offer solutions, corrections, or explanations. DSPs often want to be heard before they want answers.
Listening first shows respect and helps leaders understand the full picture before responding.
Follow Up, Not Hover
After a check-in, follow-through matters. If support was requested, provide it. If an issue was raised, circle back later to see how things are going. Follow-up shows care without constant monitoring.
Consistency builds confidence.
Trust Is the Foundation
When DSPs feel trusted, they are more open about challenges and more engaged in their work. Leaders who check in with intention help create environments where staff feel supported rather than policed.
The Bottom Line
Checking in is a leadership skill. Done well, it builds relationships, strengthens teams, and improves outcomes. Done poorly, it creates distance and defensiveness.
When leaders focus on listening, curiosity, and follow-through, checking in becomes what it should be—a meaningful form of support, not supervision disguised as concern.
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