The prompt
Score 10 of 10, Excellent
Use it when Someone joined your team about a month ago, and you want a check-in that surfaces what is still unclear and agrees goals for the next 60 days.
- {{new_hire_role}}
- {{start_date}}
- {{onboarding_plan}}
- {{observations}}
- {{others_feedback}}
- {{day_90_expectations}}
- {{meeting_length}}
Full prompt and why it works
Prompt
Help me run a 30-day check-in with {{new_hire_role}}, who started on {{start_date}}, so that we both find out early what is clear and what is not, clear any blockers, and agree goals for the next 60 days. It is a conversation, not a review, and it should leave them more confident about where they stand. Their onboarding plan and goals for the first 30 days: """ {{onboarding_plan}} """ What I have seen so far, with examples: {{observations}} What others have said, such as their onboarding buddy or teammates: {{others_feedback}} What I expect by day 90: {{day_90_expectations}} Meeting length: {{meeting_length}} Produce, with a heading for each part: 1. An agenda with timings that add up to the meeting length, with most of the time for them to talk. 2. Questions, two or three for each area: what is clear and what is still unclear; early wins they are pleased with; what is slowing them down; the people they work with and anyone they have not met yet; how they like to get feedback. 3. My feedback: one strength with an example, and one thing to adjust with what good looks like, both from my observations. 4. Feedback for me: two questions that make it easy for them to say what I could do better as their manager. 5. Goals for days 31 to 90: a table with the columns Goal, What good looks like by day 90, Support from me. No more than four goals. 6. A follow-up note to send afterward, under 120 words. Questions should be open and easy to answer honestly. For example: "What is one thing you expected to know by now that nobody has explained?" That example shows the form only. Do not turn the meeting into a status update on tasks, and do not give a verdict on their performance at 30 days. Base my feedback only on the observations, not on impressions. If my observations include a concern serious enough to affect their probation, do not soften it into this friendly check-in: say so at the top, and suggest I raise it separately after checking our probation process with HR. If the day-90 expectations are missing, make agreeing them the main goal of the meeting.
Variables
- {{new_hire_role}}
- How to refer to them, for example "our new support analyst".
- {{start_date}}
- When they started.
- {{onboarding_plan}}
- Their onboarding plan and the goals set for the first 30 days.
- {{observations}}
- What you have seen of their work so far, with examples.
- {{others_feedback}}
- What their buddy or teammates have said, or "nothing yet".
- {{day_90_expectations}}
- What you expect them to be doing by day 90, or "not set yet".
- {{meeting_length}}
- How long the check-in is, for example 45 minutes.
Why it works
- What good looks like. Most of the time goes to them talking, and feedback runs both ways, which is what makes a 30-day check-in different from a status meeting.
- What to avoid. No verdict on performance at 30 days and no feedback based on impressions, so the conversation stays honest without feeling like a review.
- If unsure. A concern serious enough to affect probation is raised separately with HR's process in mind, never buried in a friendly chat.