Why You Should be Having 30/90-Day Conversations

Selecting the right employees is one of the most important decisions that leaders make. Once you have selected those employees, how do you best retain them in the first 90 days?

We train leaders to use 30/90-day meeting protocols with new employees. Why? Because organizations tend to lose employees in the first 90 days if they are not supported, coached, and heard. As leaders, we need to hire with this in mind.

The 30/90-day meeting, along with the leader rounding with staff, build a supportive workforce culture in which problems are proactively addressed and individuals are recognized for work that produces results.

We suggest leaders ask the following questions in the first 30 days and then at 90 days:

  • How do we compare to what we said we would be like?
  • Tell me what you like. What is going well?
  • I noticed you came to us from ________________. Are there things you did there that might be helpful to us?
  • Is there anything here that you are uncomfortable with?

On the 90th day, we suggest that leaders ask the same questions and also add two others to their conversation:

  • [If hiring] Is there anyone you know who might be a valuable addition to our team?
  • As your supervisor, how can I be helpful?

The 30/90-day meetings reinforce that leaders are committed to retaining the new hire they selected. The leader can share appropriate information with the peer interview team so that they can be supportive and helpful. These conversations, along with leader rounding with staff, build a supportive workforce culture in which problems are proactively addressed and individuals are recognized for work that produces results.


Asti Kelley, Studer Education℠

Excerpt from: Maximize Performance

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