The hiring process doesn’t end when your employee is fully onboarded. To attain the highest retention rates, enable employee productivity, and boost employee satisfaction, it’s incumbent on employers to conduct regular employee reviews. 

The 30-day employee review is a great way to check in on employees, see how they’re adjusting to the role, and let them know how their performance has been thus far. The 30-day review is especially important because it’s still early in the employee lifecycle, and you need to be vigilant about establishing a foundation of open communication to ensure your new hire has everything they need to thrive and be happy. 

Yes, reference checks will get you linked with the best matches and highest quality candidates, but it’s still important to maintain employee satisfaction and to manage their development after you’ve taken on new hires. 

What is a 30-day evaluation?

A 30-day evaluation is, simply, a performance review after your new hire’s first 30 days of employment. It’s an opportunity to ensure that your new hire knows how they’ve been performing and for them to communicate how they’re feeling in their new role. These usually come in the form one of one-on-one meetings, but sometimes organizations have a reviewing board that cover different aspects of an employee’s performance.  

A lot of organizations are weary about the review process because it can be uncomfortable. You want your new hire, especially if it’s a quality candidate, to feel welcomed, and the 30-day evaluation might feel confrontational.

It’s important, however, to destigmatize the concerns surrounding the evaluation. If you’re open, honest, and constructive, this is a process that allows for open dialogue and communication. It will make your employee feel heard and understood, and it allows them to voice their own concerns. 

30-day review questions to ask your new hires

So what should you ask in your 30-day review? It’s important to put together a comprehensive list of well-constructed questions that will enable the kind of openness and communication you want the review to establish. 

Start with the employees’ expectations

Starting with employee expectations will set the tone that the review is primarily about the employee’s needs and development. Additionally, it gets to the heart of how your new hire might be feeling and their level of satisfaction.

Do you feel prepared for your role?

Just because the onboarding process is over, it doesn’t mean employees won’t have questions about their role. Provide some space for them to communicate how prepared they feel to take on their tasks. 

Do you feel welcomed in your work environment?

Employee wellbeing, mental health, and their emotional sensibilities around their new job is just as important as how productive or engaged they are. Happy, well-adjusted employees are more productive employees. 

What are some of the biggest challenges thus far?

This is a good question that allows you to make adjustments or, if necessary, to provide more training. It’s important to understand what an employee is struggling with and to provide follow-up questions regarding their answers. 

Do you feel comfortable communicating with team managers?

You want your new hires to feel like they can reach out to team leaders and managers at any time. If there are any issues with this early on, you want to be sure to address them to create a healthy line of communication.

Do you feel welcomed by your team members?

Creating a healthy work environment has a lot to do with how your employees work together. The last thing you want is a toxic work environment, and this is a good question to gain insight into how your team members are collaborating. 

Room for improvement

Ask your new hire if there’s anything you can do on your end to make improvements to the company. This opens space for your employee to share their concerns, and new employees have the ability to identify blind spots that you, as someone who has been in the company for a longer period of time, might have a harder time noticing. 

 

After you’ve gone through these questions, you can go ahead and inform the employee of how they’re performing and if there are any adjustments that need to be made. It’s important, however, to start the dialogue by giving your employees space to voice their concerns and experience. If done correctly, the 30-day review can be a valuable asset that benefits both parties and builds the foundation for a lasting partnership. 

Crosschq’s here to help with 30 day reviews and more

Retaining quality hires is like any other kind of relationship or connection, it needs to be periodically maintained and managed for long-term growth. And the 30-day review is especially important as it will set the tone for all future reviews, interactions, and discussions. 

If you want to ensure that your 30-day review goes well and that your employee is well-matchedfor their role, you need solutions like Crosschq’s data-drivenreference checklike Crosschq 360, Crosschq Recruit for sourcing with a 100% opt-in referral network and Crosschq Analytics to measure your quality of hire

Crosschq empowers hiring teams with on-demand reporting and analytics, retention predictions, detailed 360 reference check reporting, and a qualified talent pipeline. 

Schedule a customized demo to see how Crosschq can help you today.

Take the Guesswork out of Hiring

From pre-hire to post-hire, Crosschq helps you source, screen, onboard, and measure the best talent. Fast.

Request a free demo from a team expert to see how we can help your company. 

Mark Ko

Content Writer

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Topics from this blog: Talent Acquisition Human Resources Onboarding

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