A proper 60-day review builds the foundation for employee success and retention, rather than just checking boxes. Research shows that 69% of employees stay for at least three years after a great onboarding experience (Devlin Peck). Your 60-day evaluation becomes a crucial milestone to retain top talent.

The traditional onboarding process places the 60-day mark right at its midpoint. Employees have completed their original training but need additional guidance to become fully comfortable. New hires get valuable opportunities through a thoughtful 60-day review to share their experiences. Managers can address potential issues before they escalate. Employees with positive onboarding experiences are 2.6 times more likely to feel satisfied with their workplace (AIHR)

Smart managers never wait for performance issues to surface before connecting with employees. Regular check-ins at 30, 60, and 90-day intervals help new team members feel welcomed and satisfied in their roles. The process becomes smoother and more productive with a well-laid-out 60-day employee template.

This piece covers everything about creating and implementing a 60-day new employee survey. You'll discover the review's importance, structural elements, key questions and ways to leverage collected feedback to enhance your onboarding process.

What is a 60-day new employee survey and why it matters

A 60-day new employee survey helps companies learn about their employees' experiences after two months on the job. New hires share feedback about their role adaptation, understanding of expectations, and cultural fit within the company. The 60-day check-in differs from annual reviews by targeting the early employment phase to address concerns and reinforce positive behaviors.

Understanding the 60 day evaluation process

The 60-day review expands beyond basic orientation to measure actual job performance. New employees can now provide meaningful feedback about their onboarding, training, and work experiences. Their responses reveal more about daily responsibilities compared to the 30-day checkpoint.

Managers evaluate several key areas:

• Performance and productivity levels
• Team integration progress
• Skill development needs
• Role clarity and expectation arrangement

Successful evaluations balance structure with open conversation between managers and employees. 

How it fits into the 30-60-90 day onboarding plan

The 60-day milestone is a vital middle phase in standard onboarding timelines. Employees spend their first 30 days learning about the organization and their role. The 60-day period removes "the training wheels" as team members take on more projects and dive deeper into their responsibilities.

This phase sets up employees for the final stretch (60-90 days), where they work independently and fully integrate into their teams. The structured approach sets clear expectations and performance standards at each stage, helping new hires track their progress.

Benefits for both employee and employer

Employees gain several advantages from 60-day reviews:

• Timely, constructive performance feedback
• Clear expectations and responsibilities
• Targeted training opportunities
• Input on improving their work experience

These reviews give employers valuable insights:

• Ways to improve onboarding processes
• Early warning signs of potential issues
• Better employee retention through increased engagement
• Data to adjust management practices and support team members better

The midpoint evaluation creates mutual benefits—employees receive support and validation while employers gather vital information to improve team dynamics and productivity.

How to structure a 60-day employee review

A well-laid-out 60-day employee review needs careful planning. Your new hire and you will benefit from this crucial checkpoint when you organize it properly.

1. Set clear goals for the review

Your 60-day review needs specific objectives. Questions should combine onboarding feedback and job-specific performance assessment. Gather relevant metrics like sales figures, completed projects, or other performance indicators. A focused agenda should cover:

• Progress against original goals
• Notable achievements to recognize
• Areas that need more support or training
• Concerns from either side

2. Choose the right time and setting

Let your employee know about the review early so both of you can prepare. Remind them during their 30-day check-in to avoid surprises. Pick a private, comfortable space where the employee feels valued and speaks openly. The discussion needs at least an hour to address all topics really well.

3. Keep the conversation two-way

Lead the review but keep an open dialog instead of an interrogation. Your employee should feel at ease to give honest feedback, raise concerns, or ask questions. Being organized will help you cover:

1. Performance review (achievements and areas to improve)
2. Discussion of challenges faced
3. Goal setting for the next period
4. Employee feedback on their experience
5. Questions from both parties

4. Document key takeaways

Make detailed notes during the meeting and write a formal summary afterward. Tell your employee beforehand that you'll document the conversation. This documentation:

• Creates a reference for future reviews
• Helps track progress on action items
• Makes next steps clear for everyone
• Builds accountability on both sides

5. Plan for the 90-day follow-up

The review process continues after the meeting ends. Create a clear action plan that covers training needs, resources, and strategies for any challenges. Set specific goals for the next 30 days before the 90-day review. Regular check-ins between formal reviews help monitor progress and provide support. This continuous feedback loop catches small issues before they become major problems.

60-day new employee survey template: 12 essential questions

Your new hire has learned about their role after 60 days but still brings fresh eyes to give valuable feedback. A well-laid-out survey at this point will help you learn about ways to keep employees happy and involved.

Onboarding experience: What worked and what didn't?

"How has your training in the first 30 days set you up for success in the following 30 days?" This question helps you get a full picture of how well your onboarding process prepared them for their current duties. You can follow up with "What would you change about the onboarding process to better prepare you for the position?" to spot specific areas that need improvement.

Role clarity: Are expectations clear?

Ask "How clear are your job responsibilities after your first 60 days?" This shows if people are confused about their role—a common problem that can make employees disconnect. You can pair this with "Do your tasks line up with what the job title says they should be?" to spot any gaps between expectations and reality.

Team integration: How well are you connecting?

"How comfortable are you collaborating with your team?" measures team cohesion. It also helps to ask "Do you feel included in team decisions?" to check if they belong, because feeling alone at this stage can hurt badly.

Support and resources: What's missing?

“Do you have all the tools, knowledge, and resources to complete your responsibilities?” This highlights where support might fall short—yet companies with strong onboarding boost new‑hire productivity by over 70% (Brandon Hall Group, cited by StrongDM)

Feedback on management: Are you getting enough guidance?

"On a scale of 1-10, how supported do you feel by your manager?" shows how well leaders help their teams. Ask "What can I do differently to better support you and your team?" to get specific ideas for improvement.

Training needs: What skills do you want to develop?

"What additional skills or knowledge would help you perform better in your role?" helps find focused training opportunities. Companies that check what people need can put resources where they matter most.

Job satisfaction: Are you happy in your role?

“How does the job compare to your expectations?” shows satisfaction levels and helps verify that the role matches what was described during hiring. Companies with effective onboarding keep 82% more new hires—a clear indicator that thorough early support pays off (Brandon Hall Group via HR Cloud)

Company culture: Do you feel aligned?

"Do you see yourself fitting with our company culture and values?" Organizations with great onboarding see up to six times better profit growth. This helps spot cultural mismatches early.

Challenges faced: What's been difficult so far?

"What challenges have you encountered in understanding your role?" spots specific obstacles. Also ask "What roadblocks have you run into with your team?" to find people or process issues.

Suggestions for improvement: What would you change?

"What is one major change you would suggest?" welcomes helpful criticism that can lead to real improvements. This lets employees help shape their work environment.

Future goals: What do you want to achieve next?

"What would you like to accomplish in the next 30 days?" helps set clear expectations for the final onboarding phase. You might follow up with "How do you see your role evolving within the team/company in the next year?".

Open feedback: Anything else you'd like to share?

End with "Is there anything else you'd like for me to know?" This catches important points that might not fit other categories. Open-ended questions often give you the most valuable insights.

Best practices for using the survey results

Your 60-day employee survey feedback collection is just the start—the real value lies in how you use that information. Companies that ask for employee feedback regularly have turnover rates 14.9% lower than others (Oak Engage; Culture Amp)

Analyze trends across multiple employees

Individual responses matter less than the patterns throughout your organization. Results can be broken down by demographics, departments, tenure, or reporting structures. To name just one example, see if most senior staff report satisfaction while newer employees feel frustrated - this might signal the need to adjust your onboarding approach. The same goes for teams where employees keep mentioning communication issues, which points to a team-specific challenge rather than an organization-wide problem.

Use feedback to improve onboarding

Survey results can guide you to refine your onboarding process. Quick action becomes essential when multiple new hires point out similar pain points. Organizations with strong onboarding programs achieve:

• 82% better new hire retention
• Over 70% increased productivity from new employees
• 14.9% lower overall turnover rates

A framework to review survey responses and spot recurring themes helps prioritize improvements with the biggest effect.

Address individual concerns quickly

Small issues can turn into resignation letters if you wait too long to spot patterns. Prompt follow-up becomes crucial when employees raise concerns in their 60-day review. This shows you value their input. Note that 63% of workers feel their employer ignores their voice (Workplace Intelligence/The Workforce Institute) your new hires shouldn’t become part of this statistic.

Incorporate insights into performance reviews

The 60-day survey feedback provides valuable context for future performance discussions. Manager's performance reviews should include engagement metrics. Team leaders become more accountable for their communication and support this way. Monitor relevant engagement scores after making changes based on employee feedback. This approach shows your steadfast dedication to improvement and builds a culture where feedback drives positive change.

Sample Questions to Include in a 60-Day New Employee Survey

1. How would you rate your overall onboarding experience so far?
2. Do you feel welcomed and included by your team and colleagues?
3. Was the training you received helpful in preparing you for your role?
4. Do you have all the tools, resources, and information you need to do your job effectively?
5. How clear are your day-to-day responsibilities and performance expectations?
6. How does the job compare to what was described during the hiring process?
7. Do you feel comfortable asking questions or seeking help when needed?
8. Have you received constructive feedback from your manager or team lead?
9. Are there any roadblocks or challenges you’ve encountered in your first 60 days?
10. Do you feel aligned with the company’s mission, values, and goals?
11. Have you had opportunities to contribute meaningfully to projects or team goals?
12. Do you see a clear path for growth or development in your role?
13. What has been the most positive part of your experience so far?
14. Is there anything that could have made your first 60 days better?
15. Would you recommend this company to a friend looking for a job? Why or why not?

Conclusion

The 60-day employee survey is a vital milestone in the onboarding trip. Employees feel heard through this midpoint check while you learn important information to improve your processes.

You can tap into valuable feedback about training gaps, role clarity, and team integration by asking the right questions.

The best organizations identify patterns in responses from departments and quickly address individual concerns. New hires see the value of their input through quick follow-ups. Smart companies use this feedback to make meaningful improvements.

Our template questions cover everything from onboarding experience to future goals. You have all the tools to create effective 60-day surveys that boost retention and engagement. These questions will change your employee experience when you use them in your next review cycle.

Your new hires reach an exciting milestone at 60 days. They still bring fresh points of view about your company while moving beyond their initial training phase. Their feedback becomes especially valuable when you have this unique combination - make sure to use it well!

FAQs

Q1. What are the key components of a 60-day employee review?

 A 60-day employee review typically includes assessing performance and productivity levels, team integration progress, skill development needs, and role clarity. It's an opportunity for both the employee and employer to discuss achievements, challenges, and set goals for the next phase of employment.

Q2. How can employers make the most of 60-day survey results? 

To maximize the value of 60-day survey results, employers should analyze trends across multiple employees, use feedback to improve onboarding processes, address individual concerns promptly, and incorporate insights into future performance reviews. This approach helps create a culture of continuous improvement and shows employees their feedback is valued.

Q3. What are some essential questions to include in a 60-day new employee survey? 

Essential questions for a 60-day survey should cover areas such as onboarding experience, role clarity, team integration, support and resources, feedback on management, training needs, job satisfaction, and company culture alignment. It's also important to include open-ended questions about challenges faced and suggestions for improvement.

Q4. Why is the 60-day mark important in the employee onboarding process? 

The 60-day mark is crucial as it represents the middle phase of the standard onboarding timeline. At this point, employees have moved past initial orientation and are becoming more involved in projects. It's an ideal time to assess their progress, address any issues, and ensure they're on track for full integration by the 90-day mark.

Q5. How does a well-structured 60-day review benefit both employees and employers? 

A well-structured 60-day review benefits employees by providing early feedback, clarifying expectations, and identifying training needs. For employers, it offers insights to refine onboarding processes, helps in early identification of potential issues, and can improve employee retention. It creates a win-win situation where employees feel supported and employers gain valuable information to enhance team productivity.

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