15 Review Questions To Ask Employees in Their First 30 Days

By Indeed Editorial Team

Updated August 4, 2022

Published April 26, 2021

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

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A 30-day review is a great way to learn more about your new employee's performance and how they're feeling about the job after their first month. Choosing the right questions can help narrow down areas that may need improvement or that an employee views as necessary to address. With the right questions, you can better communicate the company's needs.

In this article, we'll go over 15 review questions to consider asking at your next 30-day review.

What is a 30-day review?

A 30-day review is a basic overview of an employee's performance during their first 30 days at a new business. The review's purpose is to allow the manager to ensure a new employee is meeting quotas and quality requirements and enjoying their position. A 30-day review is usually a one-on-one meeting, but can sometimes involve a small group or review board.

Related: How To Onboard Employees

Why are 30-day reviews important?

A company invests time, money and effort into training and onboarding new employees. As a manager, your evaluation can show whether that investment is providing a return. The 30-day review provides a closer look at an employee's performance to see if they're meeting expectations.

Asking thorough questions can also help you better understand what an employee thinks of their new position and provide a more in-depth assessment of employee goals and skills.

Related: 15 Ways To Improve Your Onboarding Process

30-day review questions to ask new employees

Choosing the right questions to ask new employees is crucial to an effective 30-day review. Here are 15 questions you can ask employees after their first 30 days:

1. Has the company met your expectations?

This question helps you understand your employee's expectations and perception of your company. As an employee starts a new job, they don't have significant information about the position besides what they know from the hiring process, so this question can be a good opportunity to answer any questions they have.

It's also helpful to you to understand how you can make your job descriptions and interview process represent your company as clearly as possible for future hires.

Related: Interview Question: "What Are Your Job Expectations?"

2. Can you identify some challenges you've had in your first 30 days?

Learning what is challenging for a new employee can help you better understand how to help them overcome any difficulties to excel in their position. You can ask them follow-up questions about their challenges and frustrations to make a plan for their unique situation.

Related: How To Succeed in Your New Job: First Week, 30 and 90 Days

3. What do you like about your position?

This is an important question because a 30-day review can be more effective when you focus on the positive aspects of the employee's experience. You can ask your employee to describe the best parts of their job and what they enjoy about the company itself.

4. Do you have the tools you need to do your job?

An employee knows best what tools they need to fulfill their duties, so it's important to hear feedback in this area to see whether your company is providing everything employees need. As you collect feedback on this, you can adapt your onboarding process to meet these needs for others before they arise.

Related: The Importance of Training Employees: 11 Benefits

5. Are you feeling welcomed by the team?

Assimilation can happen faster when the team makes new employees feel welcome. You can ask about your new employee's experience with the team to make sure they're facilitating a welcoming environment.

Related: 10 Tips for How To Get Along With Coworkers

6. What do you think of the company's culture?

Company culture can significantly influence employee morale and motivation. Ask if your employee enjoys the company culture and how they think it can improve. This question can give you a fresh perspective on how you can encourage and motivate your team.

7. Have you reached your 30-day goals?

It's important to hear the employee's perspective on their own goals. Consider asking them to go into greater detail about their 30-day goals and whether they feel they've met them.

Related: Guide on How To Write SMART Goals (With Examples)

8. What are your goals for the next 60 days?

You can encourage your employee to make goals for the rest of their 90-day onboarding period and schedule reviews at the 45, 60 and 90-day marks to discuss their progress. This can help you check in on how they are progressing and give you an opportunity to recognize their successes.

Related: What To Expect From a 90-Day Review

9. What do you think your strengths are in your position?

Encouraging an employee to focus on their strengths in the position can help them feel more confident and help you understand how to give them the right opportunities and assignments.

10. Is there anything you don't understand about your position?

Ensuring a new employee thoroughly understands the expectations, tools and responsibilities of their position is crucial to excellent performance.

Related: Complete Guide to New Hire Training Programs

11. Are you able to communicate with me and the rest of management?

Consider asking an employee if there are any communication obstacles they've noticed. This can help you close communication gaps and make sure employees feel they can reach management about issues or expectations if they need to.

12. Do you have any specific feedback for me?

Establishing a good relationship with a new employee can include feedback about you specifically as a manager. Asking for your employee's thoughts shows you respect them and can provide professional advice from a new perspective.

Related: How To Get Essential Feedback From Employees in 4 Steps

13. How would you rate yourself on a scale of one to five?

A rating system can provide a more visual representation of how an employee views themselves with the company and shows you how confident they're feeling in their new position.

Related: Guide To Self-Assessments (With Example)

14. How can I help you in the future?

Consider asking employees how you can better serve them in the future. This shows that you genuinely care about their progress and that you're willing to adapt to specific needs.

15. Do you feel your position allows for a good work-life balance?

This is a question that is becoming more and more relevant as employees prioritize maintaining a good work-life balance. This question allows you to gauge an employee's overall satisfaction with the job and whether it allows them to enjoy home life too.

Related: 11 Items To Include in Your New Hire Checklist

Tips for 30-day reviews

When you conduct a 30-day review, it's important to make your employee feel comfortable to encourage honesty and communication. Here are some tips to help you make the most of your 30-day review:

  • Have questions prepared. Trying to ask questions without preparing beforehand can affect the quality of the interview. Take some time a few days before the conversation to study the employee's performance and create thought-provoking questions.

  • Let employees know ahead of time. It's a good idea to let new employees know that they'll have a 30-day review during the onboarding process so they're not surprised. You can also let them know a few days beforehand that their 30-day review is approaching.

  • Follow up throughout onboarding. A 30-day review can give you a good idea of your employee's role in the company, but it's important to follow their progress throughout their first 60-90 days. This is normally the onboarding period and the minimum amount of time it takes for an employee to assimilate into the company.

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