Bringing a new employee on board is an exciting time, full of potential and new energy for your team. However, the initial onboarding period is also a critical time for integration and ensuring a smooth transition into their role and your company culture. This early stage is where foundations are laid, expectations are set, and any potential issues can be spotted and addressed proactively, rather than letting them fester.
That is precisely why a structured check-in, specifically a 60-day employee performance review, becomes an invaluable tool in your HR arsenal. It is more than just a formality; it is a dedicated opportunity to gauge how well your new hire is settling in, understand their perspective, and offer the necessary support to ensure their long-term success and job satisfaction. It is a proactive step towards building a strong, engaged workforce from the very beginning.
Why a 60-Day Review Matters and What to Include
The 60-day mark in an employee’s journey is a sweet spot for a performance review. It is early enough to course-correct if anything is off track, but late enough for the employee to have a good grasp of their responsibilities, team dynamics, and the company’s operational rhythm. This review isn’t just about evaluating; it is a two-way street for feedback, fostering open communication, and demonstrating your commitment to their growth. It significantly impacts retention, as employees who feel supported and heard during their initial months are more likely to stay and thrive.
Think of this review as a collaborative conversation, not an interrogation. Its primary goal is to assess initial progress, provide constructive feedback, clarify expectations, and gather insights from the employee themselves. By approaching it this way, you create an environment of trust and mutual respect, which is essential for any successful working relationship. It’s about ensuring they have the tools, resources, and clarity to excel.
A well-structured 60-day review helps both the employee and the manager. For the employee, it clarifies their standing, highlights areas of strength, and points out opportunities for development. For the manager, it offers insights into the effectiveness of the onboarding process, the clarity of job descriptions, and the overall team integration. This early feedback loop is crucial for adapting management strategies and improving future onboarding experiences.
Key Areas to Cover in Your 60-Day Review
To make the most out of this crucial checkpoint, your review template should guide the conversation through several important dimensions:
- Understanding of Role and Responsibilities: Confirm the employee clearly understands their job functions and what is expected of them daily.
- Progress on Initial Goals and Tasks: Review any specific objectives or training modules assigned during the first two months.
- Integration with Team and Company Culture: Assess how well they are connecting with colleagues and adapting to the workplace environment.
- Skill Development and Training Needs: Identify any areas where further training or development would be beneficial for their role.
- Employee Feedback and Questions: Provide a dedicated space for the employee to share their thoughts, concerns, suggestions, and ask any questions they might have.
Remember, documenting this discussion and any agreed-upon action items is vital for tracking progress and accountability. This record serves as a benchmark for future discussions and a helpful resource for both parties.
Building Your Effective 60 Day Employee Performance Review Template
Creating a robust 60 day employee performance review template doesn’t have to be complicated, but it does require thoughtful consideration of your company’s values and the specific role. The goal is to design a flexible document that ensures consistency across all new hires while still allowing for personalized feedback. Start with a clear header including the employee’s name, title, department, hire date, and the date of the review. This basic information provides context for the discussion.
Next, divide your template into logical sections that mirror the key areas you want to cover. Using a mix of open-ended questions and rating scales can provide both qualitative and quantitative data. Open-ended questions encourage detailed responses and genuine dialogue, while rating scales can help benchmark performance against expectations. Consider including sections for self-assessment, manager assessment, and agreed-upon next steps.
When crafting the questions for your 60 day employee performance review template, focus on eliciting honest, constructive feedback from both sides. It’s not just about what the employee has or hasn’t done, but also about their experience and perspective within the organization. This holistic view helps uncover opportunities for improvement not just for the individual, but potentially for the team or company processes as a whole.
The final element of your template should always look forward. What are the next steps? What goals should be set for the coming months? How will the company support the employee in achieving those goals? This forward-thinking approach transforms the review from a backward-looking assessment into a powerful tool for future growth and development. Make sure there is a section for signatures from both the employee and the manager, acknowledging that the discussion took place.
- What are your top three accomplishments so far?
- What challenges have you encountered, and how can we support you in overcoming them?
- Do you feel you have the resources and training needed to succeed?
- What are your goals for the next 30-60 days?
- Is there anything else you’d like to discuss or provide feedback on regarding your experience here?
These types of questions facilitate a productive dialogue and ensure all critical aspects of the employee’s early journey are addressed.
Implementing a structured 60-day performance review process is a clear signal to your new hires that you are invested in their journey and success. It fosters a culture of continuous feedback, support, and development right from the outset, which is invaluable for building strong, loyal, and productive teams. This proactive engagement not only helps individual employees thrive but also strengthens the overall fabric of your organization, contributing to a more positive and effective workplace for everyone involved.
By regularly checking in and providing a dedicated forum for discussion, you empower employees to voice their needs, celebrate their successes, and collaborate on solutions to any initial hurdles. This thoughtful approach ensures that early challenges become learning opportunities rather than reasons for disengagement, setting the stage for long-term satisfaction and a deeply committed workforce.
