30-Day Touch Base Conversation

      

I am a big fan of ongoing and effective feedback in the workplace. New hires especially have a right to know if they are on the right track, and we owe it to them to be intentional about providing meaningful conversations.

Many organizations have standardized effective processes for new hires, and I share here some of the questions you might consider asking a new employee after s/he has been on the job a month or so:

30-Day Touch Base Conversation

Intro.

 “It’s our practice to set aside some time after 30 days to talk with all new employees.  This allows us to share information and perceptions, continue doing what is helpful and make any adjustments, as needed.  I look forward to this conversation.

“I’ll ask a series of questions to guide our discussion, and feel free to interject your own questions along the way.” 

Questions:

 The Hiring Process…

  • We are continuously evaluating our hiring process.  After our initial contact, did you find our staff responsive and timely in our communication?
  • Did we execute the interview process in a way that made you feel comfortable and informed?
  • Did the hiring conversations give you the necessary information you needed to make your decision to work here?

 Now that you’ve been with us 30 days (or more)… 

  • Did the job description and the interview accurately reflect our expectations and your expectations of the work you would be doing here? Please explain.
  • If there were any ‘surprises,’ what were/are they?
  • Do you feel you have been given enough direction to feel confident in your assignments?
  • Do you think your background and skill set are well matched for your job’s expectations?
  • Have you been given the resources you have needed to execute your assignments well?
  • What else do you need at this time?

Also…

  • It’s been just a month, but what excites you most about your work at this time?
  • Where are your challenges?
  • Are you getting a sense of our culture?  Does this feel like a good ‘fit’ for you? 

Moving forward…

 

  • What would you like to accomplish in the next 30 days?
  • How can I support you?
  • Are there any areas of your expertise or skill that you would like to more fully utilize?
  • Are there any adjustments you would like to suggest so you continue to move forward successfully?
  • Is there anything else you would like me to know?

 My recommendations (optional) …

 “As I look to the next months and see the projects ahead, here is what I am going to recommend as priorities…”

 Conclusion…

“Thank you for your feedback and discussion.  I’d like to summarize our discussion in writing so we can review it and add to it in another 30-60 days.  In the meantime, let’s plan on informal ‘touch base’ conversations throughout the work weeks.”

This takes some extra time on the part of a supervisor or manager – no doubt.

I contend the time is well spent. A new employee has the right to know how s/he is doing, celebrate that which is working and have the opportunity to adjust behaviors if something is not lining up.

Motto: Lots of feedback! No surprises!

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