31 60 Day Check-In Survey Questions

Onboarding Experience Survey Questions

Great onboarding sets the pace for everything after it.

Why & When to Use

Use these employee check in questions when you want to measure how well your onboarding actually worked once the employee has had time to live in it, not just smile through day one.

They fit especially well into a 30/60/90 day employee survey or 30 60 90 day onboarding survey framework, and they are a smart checkpoint before a 60 day evaluation or 60 day employee review.

Here’s the thing, onboarding can look polished on paper and still leave people guessing in real life.

By the 60 day mark, employees have used the systems, met the team, tested the processes, and discovered where the gaps are hiding.

This makes the survey useful for spotting issues in:

• Orientation sessions that felt rushed or unclear

• Training schedules that skipped key tasks

• Documentation that was outdated, missing, or buried like treasure no one asked for

• Manager follow-up that was too light, too late, or too inconsistent

Plus, this section aligns closely with onboarding survey questions and new hire check in questions, because both focus on whether the employee felt supported, prepared, and welcomed.

It is also helpful when planning a 60 day performance review, especially if you want better context for 60 day review questions, 60 day review answers, and future improvements.

Sample questions

1. Do you have access to all the tools and systems you need to do your job well?

2. How effective has the training been for the tasks you are expected to complete?

3. What additional training would help you perform with more confidence?

4. Have you been able to get timely support when you run into problems?

5. What tools, resources, or process improvements would make your work easier?

Gallup found only 12% of employees strongly agree their organization does a great job onboarding new employees, underscoring the value of 60-day check-ins on training and support (source).

Training, Tools, and Support Survey Questions

The right support turns effort into real progress.

Why & When to Use

Use these employee check in questions to find out whether employees actually have what they need to do the job well, not just the job title and a hopeful smile.

They work especially well before a 60 day evaluation or 60 day employee review, when you want practical feedback before small frustrations turn into full-blown productivity potholes.

Here's the thing, a lot of 60 day review questions reveal that the real problem is not effort or ability.

It is often missing software access, unclear workflow training, outdated SOPs, or support that arrives three business days after the panic.

This survey type helps you uncover barriers tied to day-to-day work, such as:

• Software, platform, or system access that is incomplete or delayed

• Training that covers theory but not the actual tasks employees are expected to handle

• SOPs or documentation that are hard to find, outdated, or confusing

• Manager or team support that is helpful, but not always available when needed

• Process improvements that could save time, reduce errors, and build confidence

Plus, these questions fit naturally into a 60 day performance review and can strengthen your 60 day review questions and answers by adding real examples.

On top of that, they overlap nicely with new hire check in questions because early success usually depends on tools, training, and people showing up when it counts.

Sample questions

1. How supported do you feel by your manager so far?

2. Do you receive useful feedback often enough to help you improve?

3. Are your manager’s expectations clear and consistent?

4. How comfortable do you feel asking your manager questions or raising concerns?

5. What could your manager do differently to better support your success?

Manager Support and Communication Survey Questions

Strong manager communication can make your 60 day evaluation dramatically more useful.

Why & When to Use

Use this survey type to understand how the employee-manager relationship is really working, especially around communication, coaching, feedback, and day-to-day expectations.

It is especially useful before a 60 day employee review because manager support often shapes whether a new hire feels confident, stuck, motivated, or quietly confused.

Here's the thing, employees do not always bring up manager issues directly in one-on-ones.

Sometimes they stay polite, say everything is fine, and then leave you a trail of clues large enough to trip over later.

These employee check in questions help surface problems that might otherwise stay hidden, such as:

• Unclear priorities or shifting expectations

• Feedback that is too vague, too rare, or only shows up when something breaks

• Limited coaching or manager availability

• Low comfort with asking questions or raising concerns

• Communication habits that create friction instead of clarity

Plus, this survey works well in a 60 day performance review because it adds context to broader 60 day review questions and answers.

For the best results, balance rating-scale items with open-ended employee check in questions.

That way, your 60 day review questions can show both patterns and personal details, which makes your 60 day review answers much more useful than a neat row of mystery numbers.

Sample questions

1. How welcomed and included have you felt by your team?

2. Do you feel comfortable collaborating with coworkers across your team or department?

3. How well do you understand the company’s culture and values in daily work?

4. Have you been able to build the working relationships you need to succeed?

5. What would help you feel more connected to the team or company?

Longitudinal research shows supportive supervisor communication improves newcomers’ role clarity, adaptation, and well-being, making manager-feedback questions especially valuable in 60-day check-ins (SAGE Journals).

Team Integration and Workplace Culture Survey Questions

A thoughtful 60 day evaluation can reveal whether a new hire feels like part of the team or just a very polite visitor.

Why & When to Use

Use this survey type to understand how well an employee is building relationships, feeling included, and adapting to the company culture.

It becomes especially valuable around day 60, when first impressions have faded and real day-to-day experiences are doing the talking.

In a 60 day employee review, team connection often affects more than morale.

It shapes retention, productivity, confidence, and how quickly someone asks questions, shares ideas, or jumps into collaboration without feeling like they need a hall pass.

These employee check in questions can help you spot whether the employee is thriving socially and operationally, or still hovering at the edge of the group chat.

Focus your 60 day review questions on areas like:

• Inclusion and whether the employee feels welcomed

• Collaboration with teammates and cross-functional partners

• Sense of belonging and comfort speaking up

• Understanding of company culture and values in daily work

• Relationship-building with the people they rely on to succeed

Plus, this survey pairs well with new hire check in questions because it shows whether culture is being explained clearly and experienced consistently.

On top of that, it adds depth to a 60 day performance review by showing how workplace culture supports, or quietly blocks, strong performance.

Sample questions

1. How would you rate your progress in learning and performing your role so far?

2. What accomplishments are you most proud of in your first 60 days?

3. What challenges have slowed your progress or affected your confidence?

4. Do you feel you are meeting expectations at this stage of your role?

5. What goals or support would help you perform even better over the next 30 days?

Performance, Progress, and Confidence Survey Questions

A smart 60 day evaluation helps you see not just what a new hire has done, but how confident they feel doing it.

Why & When to Use

Use this survey type to measure how employees feel about their progress, early wins, obstacles, and readiness for greater responsibility.

It is a strong fit for a 60 day employee review, a 60 day performance review, or any process built around 60 day review questions and answers.

Here’s the thing, these employee check in questions help you compare manager expectations with the employee’s own self-assessment.

That makes it easier to spot gaps early, before small misunderstandings grow legs and sprint through the quarter.

Focus your 60 day review questions on areas like:

• Progress in learning the role and handling core responsibilities

• Early accomplishments and visible wins

• Obstacles that may be slowing performance or confidence

• Readiness to take on more ownership or complexity

• Support, coaching, or resources needed for the next 30 days

Plus, this kind of 60 day evaluation gives you more useful 60 day review answers because it invites reflection, not just status updates.

On top of that, it works well alongside new hire check in questions and can even support mid year check in questions by building a regular habit of thoughtful performance conversations.

Sample questions

1. How satisfied are you with your experience at the company so far?

2. How likely are you to see yourself growing here over the next year?

3. Do you feel your work is meaningful and valued?

4. Have you experienced any concerns that could affect your long-term interest in staying?

5. What is one change that would most improve your employee experience right now?

Employee Engagement and Retention Risk Survey Questions

A thoughtful 60 day evaluation can reveal whether a new hire is settling in, switching on, or quietly checking out.

Why & When to Use

Use this survey type when you want your 60 day employee review to go beyond performance and dig into motivation, job satisfaction, and early signs of disengagement.

It works especially well when leaders need employee check in questions that uncover retention risk before it turns into a resignation email with suspiciously cheerful wording.

Here’s the thing, a strong 60 day evaluation helps managers and HR spot issues early enough to actually do something about them.

That could mean adjusting workload, improving manager support, clearing up role confusion, or addressing team fit before frustration hardens.

Focus your 60 day employee review questions on areas like:

• Overall satisfaction with the company experience so far

• Whether the employee sees growth and a future here

• Feelings of purpose, recognition, and connection to the work

• Concerns that may affect long-term commitment or trust

• Changes that would improve the employee experience right now

Plus, these employee check in questions often produce better 60 day review answers when people feel safe being honest.

On top of that, confidentiality and psychological safety matter a lot here, because if employees think candor will boomerang back at them, they will give you polite fluff instead of useful truth.

Sample questions

1. Are the questions specific enough to produce actionable feedback?

2. Does the survey balance scaled responses with open-ended questions?

3. Is the survey short enough to complete without fatigue?

4. Will employees understand how their feedback will be used?

5. Have managers been prepared to respond constructively to survey results?

Best Practices for Designing a 60 Day Check In Survey

A smart 60 day evaluation is easy to complete, easy to trust, and actually useful once the answers roll in.

Why & When to Use

Use these best practices when you are building a formal 60 day employee review, a lighter onboarding survey, or a full 30/60/90 process with recurring employee check in questions.

Here’s the thing, strong survey design improves completion rates and response quality, which means your 60 day performance review is far more likely to uncover real patterns instead of rushed, vague filler.

Keep your survey short, timely, and clear.

Most people will give better 60 day review answers when the survey feels relevant to their actual first 60 days, not like a surprise final exam from the Department of HR Mysteries.

A strong setup should include:

• Clear timing that matches the employee’s 60 day experience

• A concise length that avoids survey fatigue

• A mix of rating-scale and open-ended 60 day review questions

• Anonymity options when trust or honesty may be a concern

• Manager follow-through so feedback leads to action

Dos and Don'ts

• Do keep the survey concise and focused on the employee’s real experience.

• Do use plain language instead of fuzzy jargon.

• Do include sentiment, support, clarity, and performance topics.

• Do compare responses across stages in a 30/60/90 survey process.

• Do follow up quickly on issues raised.

• Don’t ask leading new hire check in questions that push positive answers.

• Don’t make the survey so long that people speed-run it.

• Don’t collect sensitive feedback without a trust plan.

• Don’t replace one-on-one conversations with a survey.

• Don’t ignore patterns in employee check in questions once feedback is collected.

Sample questions

1. Which survey findings point to immediate onboarding or manager follow-up needs?

2. What themes appear most often across employee responses?

3. Which issues can be solved at the individual level versus the team or company level?

4. How will you communicate actions taken based on employee feedback?

5. When will you run the next check-in to measure improvement?

How to Turn 60 Day Check In Survey Results Into Action

The best 60 day evaluation does not end with answers, it turns feedback into fixes people can actually feel.

Why & When to Use

Use this step after your 60 day employee review or survey closes, when you are ready to turn employee check in questions into smarter onboarding, better manager support, and stronger retention.

Here’s the thing, people who search for 60 day review questions and answers usually do not just want a form. They want to know what happens next, and that is where the real value of a 60 day performance review shows up.

Start by grouping responses into clear themes, such as role clarity, training, manager support, and culture.

Then separate what needs a one-on-one fix from what needs a team or company-level change, because not every squeaky wheel needs a brand-new cart.

A practical action plan should include:

• Quick follow-up for any employee who signals confusion, low support, or onboarding friction

• Theme tracking across multiple 60 day review answers to spot recurring issues

• Manager conversations that review takeaways in one-on-ones

• Process updates for broader onboarding gaps

• A future checkpoint during the 90 day review or later new hire check in questions

Plus, close the loop by telling employees what changed. The strongest 60 day evaluation and best employee check in questions lead to visible improvement, not a spreadsheet nap.

Conclusion

The 60-day check-in survey is your early warning system, cultural pulse, and engagement booster all wrapped in one. When you ask the right questions, at the right time, people feel heard—and you get data that actually drives action. Use these question sets and best practices to make your check-ins a launchpad for growth. Listen, learn, and adjust before habits harden or enthusiasm fades. And remember: feedback is a gift, but only if you use it!