onboarding #30-day #post-release
30 days after Day 14 release, the trainee — now a full-status staff member — has a check-in with MOD. 30 minutes.
Purpose
The first 30 days post-release are when the new patterns lock in or unravel. This check-in catches early drift, reinforces what's working, and addresses anything that's slipped.
Pre-checkpoint
MOD reviews:
- Any incidents in the 30 days (positive or negative)
- Comp log entries (over- or under-use is a flag)
- Coaching log notes if the coach is still informally checking in
- Tip pool participation (full share landing correctly)
- Any peer feedback from other staff
Conversation outline
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Open: "How are the first 30 days feeling? What's been the hardest moment? What's been the best moment?"
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Strengths sustained: MOD shares 2-3 specific positive observations from peers or guests.
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Drift check: Anything from Day 14 growth edges that's slipping? Anything new that's emerged?
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Logistics: Pay, schedule, time-off requests, anything administrative.
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Looking forward: What does the staff member want to work on between now and the 90-day review?
Outcomes
- On track: Continue normally. Next check-in: 90-day.
- Drift identified: MOD and staff member agree on 1-2 specific changes by 60-day mark.
- Concerning pattern: MOD documents, schedules 60-day check-in, may involve coach or GM.
What this is NOT
- Not a performance review
- Not a salary/raise conversation (separate process)
- Not a corrective action conversation (separate process — see corrective-action-framework)
What this IS
- A reinforcement of the team's investment in the new hire
- An early-detection layer for issues
- A space for the new hire to surface anything that's still confusing