30/60/90 day onboarding check-in
Catch a bad start before it becomes a resignation. Each checkpoint combines 15 consistent measures with five prompts tailored to day 30, 60 or 90.
- Questions
- 15 + 5
- Reviewer time
- About 5 mins
- Typical cadence
- At 30, 60 and 90 days - or just at 90 days
What this assessment is for
Most first-90-days problems are visible by week four and invisible to everyone senior until the resignation lands. This check-in measures your induction as much as the new starter, so you can fix the gap while there is still time.
A two-way onboarding review: the new starter, manager and closest colleagues answer 15 consistent measures plus five prompts tailored to day 30, 60 or 90. Gaps show where the induction is failing.
Who does what
A new starter's first weeks - their experience, not their performance.
The new starter answers, and their manager or buddy can add their view.
Around week 4 to 8, to catch a bad start before it becomes a resignation.
Reviewers: The new starter, their manager, a buddy and 2-3 close colleagues.
What it measures
15 consistent statements plus five milestone prompts across 5 themes, each rated on a 1 to 5 scale.
Role clarity
Knows what the job is, what good looks like and who decides what.
Capability & ramp-up
Is picking up the skills, systems and knowledge needed to deliver.
Team integration
Is connected to the right people and feels part of the team.
Support & manager
Is getting the induction, tools and manager time the role needs.
Confidence & retention
Feels confident, valued and intends to stay.
- Is clear about what this role is accountable for.
- Knows what good performance looks like in the first six months.
- Knows who to go to for decisions and approvals.
- Can use the systems and tools the role depends on.
- Is picking up the technical knowledge the role needs at the expected pace.
- Is already handling routine work without needing to check every step.
A sample of the core and milestone-specific statements included.
Inside your report
What you get when the responses are in
- Scores across role clarity, capability and ramp-up, team integration, support and confidence
- New starter versus manager gaps - where their experience and yours differ
- An early-warning indicator on retention risk in the first 90 days
- Grouped comments on what would have helped most
When to run it
- Every new starter at 30, 60 and 90 days - or just at 90
- Internal moves and promotions into a new role
- High-turnover roles where early leavers are expensive
- Testing whether a redesigned induction actually worked
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £10
- Typical cost avoided
- £4,500
- Break-even
- One saved new starter pays for 600 check-ins.
Including VAT, per assessment.
Average UK cost to replace a new starter
- A large share of staff turnover happens within the first 45 days, before the hire has repaid any of the recruitment cost.
- Most early leavers say the problems were visible in week two and nobody asked.
- A £10 check-in at 30 days surfaces the fixable issues while they are still cheap to fix.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £10 including VAT, or use 2 credits if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Who answers an onboarding check-in?
The new starter, their manager, a buddy and two or three close colleagues. The new starter always rates their own experience.
When should we run it?
Choose the 30/60/90 journey and enter the person's start date. WorkplaceHero schedules all three checkpoints and reminds the organisation owner before each one, or you can run a single check-in around week 8 to 12.
Is this a performance review?
No. It is about their experience of starting - clarity, support and integration - not their output. Use the probation review for the performance decision.
Is it anonymous?
Not for the new starter or their manager. It is about one named person, so the new starter's self-ratings and the manager's ratings are shown as theirs. Colleague and buddy answers are grouped, and merged once fewer than three respond, but with only a few colleagues it may be possible to guess who said what.
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Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£10 including VAT, or through your organisation's credit wallet.
Buying for yourself? Pay directly at checkout with VAT included. Running this for your team? Organisation credits let you edit the questions, assign colleagues and view team analytics - credits are £5 each plus VAT, with no second tax when you spend them.