Onboarding & Probation
30-Day Onboarding Check-In
A 30-day onboarding check-in looks back at the first month and lets the new hire step back from the daily rush. Unlike the first week, the focus is no longer on equipment but on understanding: of the role, the team, the way of working and the first deliverables. It is also the moment to adjust the onboarding plan while there is still time.
18 questions
When to use this template
- Around the end of the first month, once the new hire has done their first real tasks.
- When you want to check understanding of the role and expectations before the second phase of onboarding.
- Before setting the goals for the next two months, so that they are based on what the person has actually experienced.
Questions to ask
Looking back at the month
- 01If you look back over the last month, what has surprised you the most?
- 02What have you learned that you are proud of?
- 03What has been harder than you expected?
- 04Which moment made you feel part of the team?
Clarity of the role
- 05In your own words, what is your role here and what is expected from you?
- 06Which expectations have become clearer since we last spoke?
- 07Is there anything in your job that is different from what was described during hiring?
- 08Which priorities would you say are yours for the coming weeks?
Learning and knowledge
- 09Which topics do you feel you master now, and which do you still need to learn?
- 10How useful were the training and the documents you received?
- 11Who has helped you the most, and how?
Working with the team and the manager
- 12How comfortable are you asking for help when you need it?
- 13Is the feedback you get from me frequent and clear enough?
- 14How do our ways of communicating suit you?
- 15Is there a process in the team that you find confusing or inefficient?
The next sixty days
- 16What would you like to achieve in your second month?
- 17What support or resources would help you most?
- 18What should we change in your onboarding from now on?
Tips for a useful conversation
- Share your own observations after the employee has spoken, to avoid steering the answers.
- Compare what the person says about their role with what the job description and your plan say.
- Agree on two or three concrete goals for the next phase before the meeting ends.
- Ask for feedback on the onboarding itself and show later what you changed.
- Write a short summary and send it within a day so both of you share the same version.
Mistakes to avoid
- Treating it as a performance evaluation when the person is still learning.
- Talking more than listening about your own expectations.
- Ignoring signals of isolation because the work output looks good.
- Forgetting to adjust the plan after hearing what is missing.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.