Questions to Ask New Hires After 30 Days
Questions to Ask New Hires After 30 Days
Strategic questions that help you understand their onboarding experience, identify areas for improvement, and ensure they're set up for success in their new role.
1How has your first month compared to what you expected when you accepted the role?
How has your first month compared to what you expected when you accepted the role?
Reveals if there's a gap between expectations and reality, helping you understand if the job description was accurate and if they're getting what they signed up for.
2What's been the most challenging part of your onboarding so far?
What's been the most challenging part of your onboarding so far?
Identifies specific pain points in your onboarding process that you can address to improve the experience for future hires.
3Who has been most helpful in getting you up to speed, and what made them effective?
Who has been most helpful in getting you up to speed, and what made them effective?
Identifies your best mentors and onboarding champions, helping you understand what makes someone effective at helping new hires.
4What questions do you still have about your role or the company?
What questions do you still have about your role or the company?
Reveals gaps in information sharing and helps you identify what additional resources or documentation might be needed.
5How would you describe the company culture to someone who's never worked here?
How would you describe the company culture to someone who's never worked here?
Gives you insight into how your culture is being perceived and whether it's matching your intended culture.
6What's been the most surprising thing about working here?
What's been the most surprising thing about working here?
Reveals unexpected aspects of the job or company that could be positive surprises or areas needing attention.
7How confident do you feel about your ability to succeed in this role?
How confident do you feel about your ability to succeed in this role?
Assesses their confidence level and identifies if they need additional support, training, or resources to be successful.
8What would you change about the onboarding process if you could?
What would you change about the onboarding process if you could?
Provides specific feedback on how to improve the onboarding experience for future hires.
9How well do you feel you understand the company's goals and how your role contributes to them?
How well do you feel you understand the company's goals and how your role contributes to them?
Ensures they have a clear understanding of the bigger picture and their place in it, which is crucial for engagement and motivation.
10What tools or resources do you wish you had access to that you don't currently have?
What tools or resources do you wish you had access to that you don't currently have?
Identifies gaps in resources or tools that could be preventing them from being as effective as possible.
11How would you rate your relationship with your manager so far?
How would you rate your relationship with your manager so far?
Assesses the manager-employee relationship early on, allowing you to address any issues before they become problems.
12What's been the most valuable part of your onboarding experience?
What's been the most valuable part of your onboarding experience?
Identifies what's working well in your onboarding process so you can replicate it for future hires.
13How well do you feel you've integrated with your team?
How well do you feel you've integrated with your team?
Assesses team integration and identifies if they're feeling connected to their colleagues and part of the team.
14What would you tell a friend who was considering working here?
What would you tell a friend who was considering working here?
Gives you insight into their overall experience and how they're likely to talk about the company to others.
15How clear are you on your performance expectations and how you'll be evaluated?
How clear are you on your performance expectations and how you'll be evaluated?
Ensures they understand what success looks like and how they'll be measured, which is crucial for their performance.
16What's been the biggest learning curve so far?
What's been the biggest learning curve so far?
Identifies areas where they might need additional training or support to be successful.
17How would you describe the communication style here compared to your previous workplace?
How would you describe the communication style here compared to your previous workplace?
Helps you understand if there are communication style mismatches that could affect their success.
18What's one thing you wish you had known before starting here?
What's one thing you wish you had known before starting here?
Reveals important information that should be shared earlier in the hiring or onboarding process.
19How supported do you feel in your role right now?
How supported do you feel in your role right now?
Assesses their overall support level and identifies if they need additional help or resources.
20What are you most excited about in your role going forward?
What are you most excited about in your role going forward?
Identifies what's motivating them and what they're looking forward to, helping you understand their engagement level.
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Best Practices for New Hire Check-ins
Want to learn more?
Best Practices for New Hire Check-ins
Best Practices
Create a Safe Space
Make sure new hires feel comfortable being honest about their experience. Assure them that feedback is welcome and won't be held against them.
Listen Actively
Pay attention to both what they say and what they don't say. Look for patterns and themes that could indicate broader issues.
Follow Up on Concerns
If they raise concerns, make sure to address them promptly. This shows you value their feedback and are committed to their success.
Document Feedback
Keep track of common themes and feedback to continuously improve your onboarding process for future hires.
Question Sequences
The Onboarding Assessment
The Support Check
Common Pitfalls
Don't Make It an Interrogation
Keep the conversation casual and conversational. Don't fire off questions one after another - let the conversation flow naturally.
Avoid Defensive Responses
If they raise concerns, don't get defensive or make excuses. Listen with an open mind and focus on understanding their perspective.
Don't Ignore Feedback
If they provide feedback, make sure to act on it. Nothing kills trust faster than asking for feedback and then ignoring it.