Why Weekly Check-Ins Are Crucial
A weekly check-in meeting ensures that your onboarding plan stays on track. Much like Jeff Bezos, who doesn’t attend a meeting without an agenda and a written plan, this philosophy is applied to the onboarding process. These meetings are structured, purposeful, and designed to keep everyone aligned with the set goals.
Who Should Attend These Meetings?
The weekly check-in meetings should involve the new hire and their direct supervisor. The supervisor is responsible for the success of the new hire’s onboarding and should lead these meetings. These meetings should be scheduled before the new hire’s first day to ensure consistency.
The Perfect Meeting Agenda
Here’s a step-by-step guide to conducting an effective weekly check-in meeting. Feel free to download the agenda template linked in the comments and customize it for your needs.
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Gut Check (5 minutes)
- Start with open-ended questions to gauge the new hire’s comfort level and needs. Questions like “Tell me how you’re feeling about things” or “On a scale of 1 to 10, how would you rate your comfort right now?” help to understand where they might need support.
- Start with open-ended questions to gauge the new hire’s comfort level and needs. Questions like “Tell me how you’re feeling about things” or “On a scale of 1 to 10, how would you rate your comfort right now?” help to understand where they might need support.
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Outcome Focused (6 minutes)
- Review the three key outcomes identified during the onboarding planning phase. Ensure all necessary training has been completed and scheduled. Stay focused on tracking progress toward the 30, 60, and 90-day goals.
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Last Seven Days (5 minutes)
- Reflect on the past week’s activities. Did the new hire complete the necessary training? Did they meet with the required internal and external stakeholders? This review helps maintain focus and accountability.
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Next Seven Days (5 minutes)
- Plan the upcoming week. Ensure the new hire’s calendar includes the necessary training and meetings. This proactive approach keeps them on the path to achieving their goals.
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Open Questions (10 minutes)- Allow the new hire to ask questions and discuss any concerns. This segment is crucial for addressing their needs and ensuring they feel supported.
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Next Steps (6 minutes)
- Recap action items and next steps for both the supervisor and the new hire. Summarize what was discussed and ensure clarity on what needs to be done moving forward.
- Recap action items and next steps for both the supervisor and the new hire. Summarize what was discussed and ensure clarity on what needs to be done moving forward.
A structured weekly check-in meeting, lasting just 37 minutes, can significantly enhance your onboarding process. It ensures new hires are well-supported, stay on track, and are positioned to become valuable assets to your organization.
By following this framework, you’ll ensure that your new hires are not only welcomed into the organization but are also set up for long-term success. The goal is to make every new team member a rock star in your organization.
