30 day review

Curious about 30 day reviews and how they fit into onboarding?

This guide explains what a 30 day review is, why it matters for new team members, and how to run one that supports them without adding extra admin.

What is a 30 day review?

A 30 day review is a short check in between a new team member and their manager, usually held about one month into a role.

It is part of the onboarding or probation process. The focus is on how the team member is settling in, whether expectations are clear, and what support they need over the next few months.

Why use 30 day reviews?

30 day reviews help you spot what is working, and what is not, before issues grow. They can:

• Clarify expectations. Make sure responsibilities, goals and what “good” looks like are understood on both sides.

• Solve problems early. Surface challenges with workload, tools or culture while they are still easy to fix.

• Support new team members. Give people space to ask questions and share honest feedback about their first month.

• Reduce early turnover. Tackle concerns before they turn into resignation letters.

Done well, a 30 day review is less about ticking a box and more about helping someone feel confident in their new role.

Challenges of 30 day reviews

Like any review process, 30 day reviews can create friction if they are not handled carefully:

• Time pressure. Busy managers may see them as one more meeting instead of a useful touchpoint.

• Awkward conversations. If expectations were not clear from day one, the first review can feel uncomfortable.

• Inconsistency. Without a simple framework, some team members get a great experience while others get a rushed chat.

Keeping reviews short, structured and human helps you get the benefits without draining everyone’s energy.

Tips for running effective 30 day reviews

A good 30 day review should feel like a focused, supportive conversation, not an interrogation.

Try these simple steps:

• Keep it short and purposeful. Aim for 20 to 30 minutes with a clear agenda: how things are going, what is working, and what needs to change.

• Ask open questions. Start with prompts such as “How has your first month felt?” or “Is anything getting in the way of doing your best work?”.

• Highlight early wins. Call out specific strengths or examples where they have added value. It builds confidence and trust.

• Agree one to three next steps. Align on priorities for the next 30 to 60 days and note any training or support they will get.

• Follow up. End with a quick summary and a time for your next check in, so it is part of an ongoing conversation, not a one off event.

Who uses 30 day reviews?

30 day reviews are common anywhere structured onboarding matters, including:

• hospitality, retail and leisure teams that bring in lots of new staff.

• healthcare and care settings with complex procedures to learn.

• offices and headquarters that hire into specialist or leadership roles.

Wherever you have new people joining, a simple 30 day review can make their first few weeks clearer, calmer and more productive.

Get your reviews together

When your team is growing fast, it is easy for check ins to slip.

With Planday, you can line up 30 day reviews alongside shifts, rota changes and time off. Managers know when to connect with new team members, and nothing falls through the cracks.

Curious about 30 day reviews and how they fit into onboarding?

This guide explains what a 30 day review is, why it matters for new team members, and how to run one that supports them without adding loads of extra admin.

What is a 30 day review?

A 30 day review is a short check‑in between a new team member and their manager, usually held about one month into a role.

It is part of the onboarding or probation process. The focus is on how the team member is adapting, whether expectations are clear, and what support they need to succeed in the next few months.

Why use 30 day reviews?

30 day reviews help you spot what is working and what is not before issues grow. They can:

• Clarify expectations. Make sure responsibilities, goals and “what good looks like” are understood on both sides.

• Solve problems early. Surface challenges with workload, tools or culture while they are still easy to fix.

• Support new team members. Give people space to ask questions and share honest feedback about their first month.

• Reduce early turnover. Tackle concerns before they turn into resignation letters.

Done well, a 30 day review is less about ticking a box and more about helping someone feel confident in their new role.

Challenges of 30 day reviews

Like any review process, 30 day reviews can create friction if they are not handled carefully:

• Time pressure. Busy managers may see them as “one more meeting” instead of a useful touchpoint.

• Awkward conversations. If expectations were not clear from day one, the first review can feel uncomfortable.

• Inconsistency. Without a simple framework, some team members get a great experience while others get a rushed chat.

Keeping reviews short, structured and human helps you get the benefits without draining everyone’s energy.

Tips for running effective 30 day reviews

A good 30 day review should feel like a focused, supportive conversation, not an interrogation.

Try these simple steps:

• Keep it short and purposeful.
  Aim for 20–30 minutes with a clear agenda: how things are going, what is working, and what needs to change.

• Ask open questions.
  Start with prompts such as “How has your first month felt?” or “Is anything getting in the way of doing your best work?”.

• Highlight early wins.
  Call out specific strengths or examples where they have added value. It builds confidence and trust.

• Agree one to three next steps.
  Align on priorities for the next 30 to 60 days and note any training or support they will get.

• Follow up.
  End with a quick summary and a time for your next check‑in, so it is part of an ongoing conversation, not a one‑off event.

Who uses 30 day reviews?

30 day reviews are common anywhere structured onboarding matters, including:

• hospitality, retail and leisure teams that bring in lots of new staff.

• healthcare and care settings with complex procedures to learn.

• offices and headquarters that hire into specialist or leadership roles.

Wherever you have new people joining, a simple 30 day review can make their first few weeks clearer, calmer and more productive.

Get your reviews together

When your team is growing fast, it is easy for check‑ins to slip.

With Planday, you can line up 30 day reviews alongside shifts, rota changes and time off. Managers know when to connect with new team members, and nothing falls through the cracks.