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Hi {{first_name}},
You’re coming up on the 60-Day Check-in for {{employee_first_name}}. At this point, they should be getting more comfortable in their role and any issues previously presented should be resolved. They will likely be able to come to you with better-informed concerns and suggestions than their 30-Day Check-in. This should be a very productive meeting!
At this time you want to reach out to schedule your 60-Day Check-in with {{employee_first_name}}. Again, offer for them to put themselves in for a 30-minute slot on your calendar when it is convenient for them to discuss their questions and concerns.
Early achievements and wins should be apparent and appropriately recognized at this meeting. Additionally, you will need to outline new goals for the next 30 days together.
As always, make sure they feel seen and heard, and that they recognize your door is always open to them. Let me know if you have any questions or concerns during preparation for your 60-Day Check-in with {{employee_first_name}}.
Thank you,
People Team
Hey! 👋
You’re coming up on the 60-Day Check-in for {{employee_first_name}}. 🔔
At this point, they should be getting more comfortable in their role and any issues previously presented should be resolved. They will likely be able to come to you with better-informed concerns and suggestions than their 30-Day Check-in. This should be a very productive meeting! 🙌
At this time you want to reach out to schedule your 60-Day Check-in with {{employee_first_name}}. Again, offer for them to put themselves in for a 30-minute slot on your calendar when it is convenient for them to discuss their questions and concerns.
Early achievements and wins should be apparent and appropriately recognized at this meeting. Additionally, you will need to outline new goals for the next 30 days together.
As always, make sure they feel seen and heard, and that they recognize your door is always open to them. Let me know if you have any questions or concerns during preparation for your 60-Day Check-in with {{employee_first_name}}.
Thank you!
Hi {{first_name}},
REMINDER: {{employee_first_name}} is coming up on the 60-Day Check-in.
Offer for them to put themselves in for a 30-minute slot on your calendar when it is convenient for them to discuss their questions and concerns.
At this point, they should be getting more comfortable in their role and any issues previously presented should be resolved. Early achievements and wins should be apparent and appropriately recognized at this meeting. Don't forget to outline new goals for the next 30 days together.
Thank you,
People Team
Reminder to prepare for 60-day employee check-in
A 60-day check-in with new employees is a great way to learn more about their goals and feelings about their new role since adjusting to the team and workflow. This review is also a great time to evaluate your new hire training, tools, and review 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 60-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 still 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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