Plan the human integration and the structured early check-ins that turn a productive hire into a retained one.
| When | What to ask (how is it really going?) | What you heard and acted on |
|---|---|---|
| End of week 1 | ||
| End of week 2 to 3 | ||
| End of month 1 |
Ask questions that surface real concerns, not all good? A concern heard and acted on in week two often saves a hire who would otherwise have quietly left in month two. If a check-in surfaces a fit or role problem, that is a signal back to hiring, not an onboarding failure.
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