[Onboarding and growth](https://www.teampredict.ai/templates#onboarding) # 30-60-90 day check-in template A new hire check-in form for day 30, day 60 and day 90, with three questions and an overall status at each point and a table for goals. New hire Manager Start date **Goals for the first 90 days** Agree these in week one. Columns: Goal, By day, Status. 3 rows. **Day 30: settling in** What is clearer now than on day one, and what is still unclear? Do you have the access, tools and introductions you need? Is the job what you expected when you accepted it? How is it going overall at day 30? - On track - Some concerns - Off track **Day 60: contributing** What have you delivered or learned that you are proud of? Where are you blocked? What feedback do you have for me as your manager? How is it going overall at day 60? - On track - Some concerns - Off track **Day 90: looking ahead** What do you want to own in the next quarter? What would make you more effective? What would you change about your first three months here? How is it going overall at day 90? - On track - Some concerns - Off track Last updated October 14, 2026 ## A 30-60-90 day check-in catches problems while they are small. A 30-60-90 day check-in is three planned conversations between a new hire and their manager, one month, two months and three months after the start date. Each has its own purpose: day 30 asks whether the person is settled, day 60 whether they are contributing, and day 90 what comes next. The check-ins sit alongside a 30-60-90 day plan, which lists the goals. This form holds both: a short goals table at the top, then three questions and one overall status for each milestone. Each conversation takes about 30 minutes. ## Here is how to use the 30-60-90 day check-in template in five steps. _Figure: How to use the 30-60-90 day check-in template in 5 steps. Step 1: Agree the goals in week one. Step 2: Book all three meetings at once. Step 3: Let the new hire speak first. Step 4: Set the status together. Step 5: Carry the form forward._ 1. **Agree the goals in week one.** Write three goals, one for each milestone, so that each check-in has something concrete to look at. 2. **Book all three meetings at once.** Put day 30, day 60 and day 90 in both calendars during the first week. 3. **Let the new hire speak first.** Send the questions ahead and start each meeting with their answers, not your assessment. 4. **Set the status together.** Agree whether things are on track, and if not, name the one thing to fix before the next check-in. 5. **Carry the form forward.** Use the same form for all three meetings, so day 60 opens with what was said at day 30. ## Here is a worked example with invented names. Take an invented company, Quillhaven Software, which hires Rafael Soto as a support engineer. His manager, Ingrid Halvorsen, agrees three goals with him in week one: close ten tickets alone by day 30, join the on-call rota by day 60, and own the billing queue by day 90. At day 30 Rafael has closed 14 tickets, and the status is on track. He says the billing system is still unclear, because nobody has had time to walk him through it. At day 60 he has joined the rota, but the walkthrough has still not happened, so the status is some concerns. _Figure: A filled-in example. Quillhaven Software, an invented company: one new hire's first 90 days. New hire: Rafael Soto, support engineer. Manager: Ingrid Halvorsen. Day 30: 14 tickets closed alone against a goal of ten. On track. Still unclear at day 30: The billing system, no walkthrough yet. Day 60: On the on-call rota. Billing walkthrough still missing. Some concerns. Day 90: Owns the billing queue. On track. What he would change: Schedule the system walkthroughs in week one._ Ingrid books two sessions with the billing lead that week. At day 90 Rafael owns the billing queue, and his answer to what he would change is to schedule the system walkthroughs in week one. ## These mistakes spoil a 30-60-90 day check-in. - Holding the check-ins as a test of the new hire, when half the questions are about what the company owes them. - Skipping day 60 because day 30 went well. - Setting goals so vague that nobody can say whether they were met. - Hearing about a blocker and leaving it until the next check-in. - Ending at day 90 with no next goals, so the structure simply stops. ## People ask these questions about 30-60-90 day check-ins. ### What is a 30-60-90 day check-in? It is a set of three scheduled conversations between a new employee and their manager, at one, two and three months after the start date. Each one reviews the goals for that milestone, asks what is working and what is not, and agrees what happens next. ### What is the difference between a 30-60-90 day plan and a check-in? The plan is the list of goals for the first three months. The check-in is the conversation that reviews those goals at each milestone. A plan with no check-ins is a document nobody reads, and check-ins with no plan have nothing to measure. ### What questions should you ask at a 30-day check-in? Ask what has become clearer and what is still unclear, whether the person has the tools and introductions they need, and whether the job matches what they expected when they accepted it. The last question matters most, because a mismatch is easier to fix at day 30 than at day 90. ### Who should run the 30-60-90 day check-ins? The direct manager. A member of the people team can hold a separate short conversation at day 30 or day 90, which gives the new hire a chance to raise anything they would not say to their manager. ### What happens after the 90-day check-in? The new hire moves into the normal rhythm: regular one-on-ones, the usual goal-setting cycle and a career conversation within the first year. Set the next goals at day 90 so there is no gap. ## These glossary terms explain the ideas behind it. - [New-hire retention](https://www.teampredict.ai/glossary/new-hire-retention) New-hire retention is the share of a hiring cohort still employed after a set milestone, commonly ninety days, six months or one year. - [New-hire turnover](https://www.teampredict.ai/glossary#new-hire-turnover) New-hire turnover is the share of a hiring cohort that leaves within a set early window, usually the first ninety days or the first year. - [One-on-one](https://www.teampredict.ai/glossary/one-on-one) A one-on-one is a recurring private conversation between a manager and a direct report about the work, the obstacles and the person's growth. - [Cost of a bad hire](https://www.teampredict.ai/glossary/cost-of-a-bad-hire) The cost of a bad hire is what a hire who does not work out costs you in total, from sourcing and onboarding through lost productivity, manager time, exit and re-hiring. - [Employee retention](https://www.teampredict.ai/glossary/employee-retention) Employee retention is a company's ability to keep the people it wants to keep, for as long as the business needs them. ## These pages on this site go deeper. - [Cost of a bad hire calculator](https://www.teampredict.ai/tools/cost-of-a-bad-hire) - [40 one-on-one meeting questions](https://www.teampredict.ai/blog/one-on-one-meeting-questions) ## These templates pair well with this one. - [New hire onboarding checklist](https://www.teampredict.ai/templates/new-hire-onboarding-checklist) Five stages and 22 items for the manager, from before day one to day 90. - [New hire onboarding survey template](https://www.teampredict.ai/templates/onboarding-survey) Eight rated statements and three open questions for week one, day 30 or day 90. - [One-on-one meeting agenda template](https://www.teampredict.ai/templates/one-on-one-meeting-agenda) Six timed parts for a 30-minute one-on-one, with their topics first. ## Work out your own retention rate. Enter your starting headcount, how many of those people left, and the people you hired during the period, and the free calculator works out the retention rate. [Calculate your retention rate](https://www.teampredict.ai/tools/employee-retention-rate-calculator) Free, no signup required. About TeamPredict TeamPredict is retention early-warning software that flags resignation risk from public LinkedIn signals, so you have lead time to keep the people you want to keep. [See how TeamPredict works](https://www.teampredict.ai/retention-software) [Back to the HR templates](https://www.teampredict.ai/templates), where all 22 are listed.