I often find that people will do the 30-day check-in, but then skip the rest. I always stress the importance of committing to the entire process as a kind of extended onboarding: it's not just about determining whether a person is effective in the role, it's about giving them a forum to discuss things that maybe they're not sure they have the space to ask about elsewhere.

Building personal bonds is just as important as getting a sense of whether or not a new hire feels like they're hitting their goals.

Crystal Proenza

Sticking to a 30-60-90 Day Check-In Plan with new hires will unsure that they’re positioned to drive success for your org.

1. So far, is the job what you expected it to be? Are you feeling challenged by the position? Are you learning new things?

2. What’s most interesting or exciting about the job so far?

3. Do you feel you’re able to utilize your strengths? Do you feel you have the information, tools, and resources you need to do your job successfully?

4. Are you experiencing any challenges in particular that I (direct manager) can assist you with?

6. Do you feel like you have a good understanding of your role within the organization? Is anything unclear?

7. Do you feel you are able to be productive and effective in your position?

8. Do you feel you are receiving enough feedback and assistance from me (direct manager)? Was the orientation schedule for the first two weeks helpful? What could have made that better?

9. Let’s start to clarify and set specific goals for your role. What are your thoughts on the goals that have been set so far? How can we improve them?

10. Do you have any personal goals you’d like to set?

60 Day Check In + (REVIEW 30, 60, 90 plan with senior level hire)

1. Do you feel you’re able to utilize your strengths? What are the highlights of your experiences so far? What’s not going well? How can we work together to mitigate that?

2. Are there any new skills that you feel you have developed or strengthened? Are there any skills you would like the opportunity to develop more in the upcoming weeks and months?

3. How do you see your job relating to the company’s overall goals?

4. Do you feel comfortable coming to me (direct manager) with any questions about your role, your goals, the team, etc.?

5. Do you feel you are still able to be productive and effective in your position? 

6. How are you doing on achieving your personal goals?

90 Day Check In + (REVIEW 30, 60, 90 plan with senior level hire)

1. Do you feel you’re still able to utilize your strengths? What are the highlights of your experiences so far? What’s not going well? How can we work together to mitigate that?

2. Do you feel you are able to work independently?

3. Do you have a good understanding of our company, our customers and our goals?

4. Is there anything that you need in order to continue? Are there any areas where you feel you could benefit from additional support or training?

30-60-90 Day Questions by Crystal Proenza

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