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talking during this section)\nSo far, is this job what you expected it to be?\nAre you currently feeling challenged by your role?\nDo you feel like you’ve received access to all of the information, tools, and resources you need to complete your responsibilities?\nHave you felt welcomed by your new team? (if applicable)\nHave there been any roadblocks or challenges with performing your duties? If yes, what?\nAre there any specific tools or training sessions that you think would help you be more successful?\nDo you have any expertise or experience that you think could be better utilized?\nAre there any adjustments that you’d like to make to your role or workflow to be more successful?\nWhat support do you need from me that you’re not currently getting?\nWhat should I be doing more of and what should I be doing less of to help you be more successful?\nMoving forward, what would you like to accomplish in the next 30 days? (consider saving this question for the final section)\nIs there anything else you’d like for me to know?\nReview and Evaluation of 30-Day Expectations\n(this is where you’ll list the expectations you initially established with your new employee when they first started, along with a quick appraisal of whether they are currently meeting each expectation)\n(keep your 30-day expectations simple and achievable – the goal is to help them get acclimated and engaged while not overwhelming them)\n(if you did not initially establish and communicate to the employee specific 30-day expectations, you can still utilize this section, but you may need to be more lenient if the employee is falling short of any expectations)\n(be flexible with your evaluation – acknowledge any unforeseen complications that may have impacted the employee’s ability to meet those expectations – and be direct and clear with constructive feedback if necessary, but be sure to balance it with positive reinforcement and a focus on the future)\nNext 30 Days – Preparing for the 60-Day Check-In\nWhat would you like to accomplish in the next 30 days?\nExpectations for 60 days:\n(consider putting these new expectations into an email to send to the employee!)","cbCaischTSj9XVWb","https://ap.wps.com/l/cbCaischTSj9XVWb","docx",15359,"English","# 30-Day Check-In Questions\n## Review and Evaluation of 30-Day Expectations\n# Next 30 Days – Preparing for the 60-Day Check-In","[{\"question\":\"What questions should a manager ask during a 30-day check-in?\",\"answer\":\"The outline includes questions on job expectations, challenge level, access to tools and resources, team welcome, roadblocks, helpful training, role adjustments, needed support, and what the manager should do more or less of.\"},{\"question\":\"How should the manager evaluate 30-day expectations?\",\"answer\":\"List the initial expectations from onboarding, confirm whether they are being met, acknowledge unforeseen complications, and give clear, constructive feedback while maintaining positive reinforcement.\"},{\"question\":\"How does the outline help prepare for the 60-day check-in?\",\"answer\":\"It prompts the employee to set goals for the next 30 days and provides an “Expectations for 60 days” section, which can be formatted for sending as an email.\"}]","30-Day Check-In Outline - Questions and Evaluation | DOCX"]