In the first 90 days, new hires are learning about the company, taking on new responsibilities, and discovering the opportunities within their role. During this time, these employees require a lot of hands-on engagement from their managers.
A best practice is for managers to have proactive check-ins with their new direct reports at the 30-day, 60-day, and 90-day marks. The meetings should have clearly defined agendas that cover all areas of the new hire's work-life, reflection, feedback, and goal-setting
Every company has unique contexts to consider, but here's our list of questions to get you started building out your 30-60-90 day check-ins.
30-Day Check In (Discovery phase)
- How do you feel after you first month?
- So far, is your role what you expected it to be?
- Have you felt welcomed by your new team?
- What was your biggest time waster?
- What accomplishment would make you happy?
- What was the biggest challenge this past month?
60-Day Check In (Ownership phase)
- How do you feel after your second month with the company?
- What's something you discovered recently should have known sooner in your onboarding process?
- Do you feel like it was easy to achieve all you 60-day goals?
- What are some of the missing pieces to the puzzle you'd like to learn in the next 30 days?
- What goals do you feel like should be your priority?
- What would make the next 30 days feel like an accomplishment?
90-Day Check In (Growth phase)
- How do you feel after being 3 months with the company?
- What have you enjoyed most in your first 90 days?
- Do you feel that your onboarding process was successful?
- How do you see your role progressing from now on?
- Is there anything you need more time on in terms of onboarding?
- What from your onboarding experience should we change to better help new hires get acclimated?
If you are looking for the best way to launch 30-60-90 days check ins across your company try following our handy 30-60-90 day checklist!