Onboarding Playbook for Supervisor FONT - Flipbook - Page 22
How to Conduct Check-In Meetings
The Day 30, 60, and 90 Check-ins help your new employee to better understand his/her level of
performance, promptly address any opportunities, and successfully transition into his/her new
role at USC.
Preparing for Check-Ins
• Establish performance and development expectations with your new employee well in advance of the
check-in. Take personal notes about your new employee’s progress related to performance outcome and
development goals through the onboarding.
• You may conduct your check-ins at whatever time you choose. Communicate to your new employee
about scheduling his/her check-in well in advance so he/she can adequately prepare for the conversation.
• Plan 30-60 minutes of unrushed, private time for each check-in.
• Think through all of the prompts on the check-in form and jot down notes prior to meeting with your
new employee; spend time planning your feedback for him/her (feedback should be specific an
actionable).
Conducting Check-Ins
• Consider the performance check-in as a current “snapshot” of your new employee’s performance. Focus
on what is currently happening and what you would like to see moving forward.
• Facilitate the check-in as a dialogue/discussion rather than a one-sided report by either you or your new
employee.
• Take notes during the conversation. You will need these notes to complete the check-in form after your
conversation
• Focus on documented facts and actual examples. Include these in the written review.
• During the performance planning period, create objective measures to use during the performance
review to determine if employee has achieved the desired results.
• Remember that the goal of the check-in is to discuss and clarify expectations with your new employee.
You and your new employee do not need to agree on every point. Your role is to provide feedback,
listen to and address your new employee’s concerns, clarify your expectations, and establish direction/
resources for your new employee moving forward.
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Onboarding Playbook for Supervisor
