The 90-Day Review: A Tool for Continuous Improvement
The first three months in a new role are critical. The 90-day review process is one of the most effective tools for ensuring employers and new hires are aligned on performance, expectations, and goals. This review provides valuable feedback and helps shape an employee’s future. Conducting a 90-day review is an essential part of employee development that plays a key role in employee retention, engagement, and overall organizational growth.
This article will explore the 90-day review, its importance, the process involved, and how it can be optimized for continuous improvement. We will also share best practices for managers and HR professionals, common challenges to avoid, and a real-world perspective on how companies can use this review period to succeed. See how eLeaP’s Performance Management Platform helps you apply these insights to drive better results.
What is a 90-Day Review?
A Key Milestone in Employee Development
The 90-day review is typically a new employee’s first formal performance evaluation. It occurs at the end of the employee’s first 90 days. The review serves as an essential checkpoint for the employer and the employee to assess the onboarding process, job performance, and alignment with company goals. It is also an opportunity to discuss expectations, achievements, challenges, and areas for development, all of which help set the stage for future growth.
The first three months on the job can be exciting and overwhelming for new hires. This period is filled with adjustments, learning the company’s culture, understanding job responsibilities, and building relationships. A well-executed 90-day review provides clear guidance on the employee’s progress, allowing the individual and the company to make informed decisions about the next steps.
Why the 90-Day Review is Crucial for Continuous Improvement
The 90-day review process goes beyond just evaluating an employee’s performance. It plays an integral role in continuous improvement within an organization. Here are some key reasons why it is essential:
- Clarifying Expectations: By the time an employee reaches the 90-day mark, they should have a clearer understanding of their role and how they contribute to the company’s overall goals. This review ensures that the employee and employer are on the same page.
- Fostering Engagement: Providing feedback and recognition during this period reinforces employee engagement. Employees who feel valued and supported during their initial months are more likely to remain committed to the organization in the long term.
- Early Problem Resolution: The 90-day review allows for addressing any issues or concerns early in the employee’s tenure. By identifying potential challenges and providing constructive feedback early on, managers can help new hires get back on track before any issues escalate.
Why Your Organization Needs a 90-Day Review Process
Employee engagement is critical in determining whether an employee stays long-term or leaves within the first year. Research shows that employees who receive feedback and feel supported are likelier to stay at their jobs. When done correctly, the 90-day review offers a structured opportunity to engage employees, clarify expectations, and discuss successes and improvement areas.
A structured review gives employees a clear sense of direction and helps them understand how their contributions impact the organization. When positive and constructive, this feedback significantly increases their sense of purpose and drives motivation.
Establishing Clear Communication Channels
For the FA 90-day review to be effective, it must be based on open, honest communication. During this review period, employees can provide feedback on the onboarding process and the company’s internal processes, while managers can share insights on performance. This two-way feedback loop helps identify areas of improvement not just for the employee but also for the organization’s systems and workflows.
Effective communication during the 90-day review helps build trust between managers and employees. When employees feel their voices are heard, and their concerns are addressed, it improves their overall job satisfaction and strengthens their loyalty to the company.
Creating a Stronger Onboarding Experience
The onboarding process doesn’t end after the first few weeks. A 90-day review helps reinforce the initial onboarding experience and ensures that the employee has received the right resources, support, and training. By aligning the review with the end of the onboarding period, employers can evaluate how well the new hire has integrated into the company and whether additional training or support is needed.
Employees who feel adequately supported during their first 90 days are more likely to hit the ground running, which has long-term positive effects on their performance and retention.
The 90-Day Review Process
Step-by-Step Guide to Conducting an Effective 90-Day Review
Preparation is key to a successful 90-day review. Before the review meeting, the manager and the employee should clearly understand the expectations for the review. Managers should evaluate the employee’s performance based on previously established goals, KPIs, and feedback from colleagues or clients. They should also assess whether the employee has met or exceeded expectations in key areas, such as collaboration, problem-solving, and technical skills.
Employees should be encouraged to reflect on their experiences, challenges, and achievements over the past three months. This stage will help the manager understand how they view their performance, what they need, and how they can grow within the company.
Conducting the Review: Key Questions to Ask
The review conversation should be structured and focused on specific questions that provide valuable insights for both parties. Here are some essential questions to ask during the 90-day review:
- What have been your most significant accomplishments so far?
- What challenges have you faced, and how have you worked to overcome them?
- How do you feel about your integration into the company culture?
- Do you think you’ve received the necessary training and resources to succeed?
- What additional support do you need to achieve your goals?
These questions allow managers to understand the employee’s perspective and ensure that the employee’s goals align with the company’s objectives.
Delivering Constructive Feedback
Feedback is one of the most critical aspects of the 90-day review process. Managers must provide constructive, specific, and actionable feedback. They should deliver balanced feedback, acknowledge achievements, and address improvement areas.
For example, instead of saying, “You need to improve your communication skills,” a more specific piece of feedback might be, “In team meetings, it would be helpful if you could contribute your thoughts more regularly to ensure that your insights are heard.” This type of feedback clarifies what the employee needs to improve and how to do so.
Post-Review Action Plan: What Comes Next?
Once the review conversation is complete, the next step is to create an action plan. This process should include specific goals, objectives, and timelines that help the employee continue to grow and develop. The employee and the manager should agree on the next steps and ensure regular follow-ups to track progress. It’s also essential to make any development resources, training, or mentoring needed to reach these goals available.
Best Practices for a Successful 90-Day Review
Setting Clear and Realistic Goals
Setting clear and achievable goals is crucial for the success of the 90-day review process. These goals should align with the employee’s role and the organization’s objectives. By ensuring that the goals are specific, measurable, and realistic, managers can set up employees for success while also ensuring that they contribute to the broader organizational goals.
Building a Two-Way Conversation: The Power of Feedback
The 90-day review should be a two-way conversation. Employees should be encouraged to share their thoughts and feedback about the job, the company, and personal development. Employees with a voice in the conversation are likelier to be engaged and motivated. Managers should listen actively to feedback and take action where appropriate.
Customizing the Review Process for Different Roles
The 90-day review should not be a one-size-fits-all approach. Instead, it should be tailored to the employee’s role, department, and experience level. For example, a new hire in a technical role may need different metrics for success than a new hire in sales or marketing. By customizing the review process, managers can ensure it is relevant and practical.
Using Data to Back Up Feedback
The use of data is a powerful tool in the 90-day review process. Managers should leverage performance data, such as sales numbers, customer satisfaction scores, or project completion rates, to provide objective feedback. Using data to back up feedback ensures that reviews are fair, transparent, and grounded in performance metrics.
Fostering a Culture of Continuous Improvement
The 90-day review is just one part of a broader commitment to continuous improvement. Rather than viewing it as a one-time event, it should be integrated into an ongoing feedback, development, and career growth process. By fostering a culture of continuous improvement, managers can help employees reach their full potential and keep them engaged in their roles long-term.
Overcoming Common Challenges in the 90-Day Review Process
Common Pitfalls to Avoid
While the 90-day review is adequate, organizations must overcome several common challenges to ensure its success. One of the most significant challenges is failing to set clear expectations from day one. Without clear goals and expectations, it can be difficult for employees to understand what is required of them, leading to confusion and misalignment.
Another common pitfall is focusing too much on negative feedback. While it’s important to address areas for improvement, it’s equally important to recognize achievements and progress. Employees who feel that their efforts are acknowledged are more likely to stay motivated and committed to the organization.
Strategies for Overcoming These Challenges
To overcome these challenges, it’s essential to implement clear goal-setting frameworks from the beginning. SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals are a great way to ensure that expectations are clear and aligned. Creating an actionable follow-up plan that includes regular check-ins and updates on progress is also essential.
Encouraging open and honest communication is key to a successful 90-day review. Managers should create an environment where employees feel comfortable sharing their thoughts, concerns, and feedback. This openness will improve the review process and foster better relationships between employees and managers.
Real-World 90-Day Review Examples
Case Studies from Leading Organizations
Leading companies like Google, Microsoft, and eLeaP use their 90-day review process to ensure employees are integrated into their roles and aligned with their objectives. These organizations have a structured approach to performance reviews, ensuring that feedback is actionable and meaningful. By incorporating performance data, peer feedback, and self-assessments, these companies create a robust framework for employee success.
Success Stories from Employees
Employees who undergo a successful 90-day review report a greater sense of accomplishment and more precise career direction. For example, one employee who recently completed their 90-day review shared how receiving both positive feedback and areas for growth helped them develop a clear career path and improve their future performance.
Conclusion
The 90-day review is vital for employee development, organizational growth, and continuous improvement. When executed correctly, it helps new hires understand expectations and allows them to feel supported and engaged. By focusing on clear communication, constructive feedback, and actionable next steps, organizations can use the 90-day review to ensure that employees stay motivated, perform at their best, and contribute to the company’s long-term success.