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Hi {{first_name}},
Just checking in to remind you that {{employee_first_name}} is coming up on the 30-Day Check-in. This is a critical benchmark for satisfaction and success in their role. At this time you can discuss any questions or concerns they have, confirm training has been adequate, and that they have all the tools and resources that they need to continue toward the goals that you outlined at the beginning of their employment.
In the next two weeks, reach out to {{employee_first_name}} and ask them to put themselves into your schedule for a meeting to discuss their goals, questions, and concerns. Be sure to block out at least 30 minutes of time. You may not need all of it, but you want to ensure they feel heard and seen.
Here are a few questions you can ask them to consider before your 30-Day Check-in:
- Do you feel confident in the training provided to meet the expectations of your role and responsibilities?
- Have you met any challenges you had difficulty overcoming and what solutions have you tried?
- How can I better help you overcome obstacles in the next 30 days?
- Are the tools and technology available to you sufficient to complete your tasks timely and efficiently?
If you have any questions or concerns before or after meeting with {{employee_first_name}}, remember my door is always open. Similarly, ensure the employee recognizes your availability to them before the next check-in.
Thank you,
People Team
Hey, {{first_name}}!
Just checking in to remind you that {{employee_first_name}} is coming up on the 30-Day Check-in. 🔔
In the next two weeks, reach out to {{employee_first_name}} and ask them to put themselves into your schedule for a meeting to discuss their goals, questions, and concerns. Be sure to block out at least 30 minutes of time. You may not need all of it, but you want to ensure they feel heard and seen.
Here are a few questions you can ask them to consider before your 30-Day Check-in:
✅ Do you feel confident in the training provided to meet the expectations of your role and responsibilities?
✅ Have you met any challenges you had difficulty overcoming and what solutions have you tried?
✅ How can I better help you overcome obstacles in the next 30 days?
✅ Are the tools and technology available to you sufficient to complete your tasks timely and efficiently?
If you have any questions or concerns before or after meeting with {{employee_first_name}}, remember my door is always open. Similarly, ensure the employee recognizes your availability to them before the next check-in.
Thank you!
Hi {{first_name}},
REMINDER: {{employee_first_name}} is coming up on the 30-Day Check-in.
During this benchmark for success, please discuss any questions or concerns they have, confirm training has been adequate, and ensure they have had all tools and resources that they need to continue toward the goals that you outlined at the beginning of their employment.
In the next two weeks, reach out to {{employee_first_name}} and ask them to put themselves into your schedule for a meeting to discuss their goals, questions, and concerns.
Please get in touch if you need anything after this meeting.
Thank you,
People Team
Reminder for 30-day employee check-in
A 30-day check-in with new employees is a great way to learn more about their performance and feelings about their new role. This review is also a great time to evaluate your onboarding process and make any changes as needed. During this check-in, you will be able to get to know your new employee better to assess how they are adjusting to their new role, as well as provide any added support for their success.
To get the most out of 30-day check-in, be sure to do the following:
- Meet in person or via video conference. Facetime is critical to employee check-ins. Many organizations settle for automated forms, which leaves much to be desired when gathering feedback and getting to know your employees.
- Encourage open communication. While it’s useful to have a standardized set of questions for the review, make space for the employee to raise and discuss their own questions or concerns.
- Review employee performance. Since this person won't have much experience on the job at this point, it’s best to review performance early and address potential roadblocks or warning signs.
- Gauge the effectiveness of your onboarding process. Gathering feedback from new hires about their onboarding experience can improve your onboarding process and ensure they have what they need to succeed moving forward.
- Understand what the employee thinks of the position and company. Early on in their tenure, you can get a feel for how the employee is enjoying their time with the company.
- Assess goals. While they may not be set on any long-term goals yet, employees should have short-term goals when acclimating to their new role.
Inspiration from other companies
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