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Many companies nowadays have adopted on-boarding processes that last for three months, providing continuous support for new hires.
After an employee’s first three months on the job, a 90-day performance review is conducted to mark the end of the on-boarding process and provide clarity on their performance.
The purpose of 90-day reviews is to help managers confirm if the new employee is a good fit and provide valuable guidance.
The review also allows for early course correction if necessary. Managers should frame the review as an opportunity for learning and growth to avoid causing stress.
For Who?
Everyone who falls into any of the following categories should receive a 90-day review:
- New employees who just started working at the company.
- People who started working in a new role.
- People who just got promoted to a new position.
Some of these employees are completely new to the company and may not know how things work yet. Others may have worked for the company for a long time but are now in a new job with new challenges.
They might be managing a team for the first time or working in a new department. Just like new employees, they need support, and a 90-day review can help them get the guidance they need.
Why Your 90-Day Review Is Important
If you’re approaching your 90-day review at work, it’s essential to understand its importance for both you and your employer. Here’s why you should participate in a 90-day review:
Share Your On-boarding Experience
Your manager will be interested in hearing about your recent on-boarding experience, and it’s important to be specific about what worked well and what didn’t. This can help the company improve its on-boarding process for future employees.
Receive Feedback
Your manager will provide you with feedback on your work during the meeting. If your performance has been good, your organization may even increase your productivity expectations. So, be sure to ask your manager about your expectations moving forward. This also shows that you are committed to your role and ready to contribute more to your team.
Set Goals
After 90 days on the job, you should have a good understanding of your responsibilities and be ready to set more challenging goals. Your manager can help you determine what these objectives should be, and they can assist you in developing a plan to achieve them. Be sure to create specific and measurable goals that you can achieve in a reasonable amount of time.
Address Concerns
Your 90-day review is an excellent opportunity to share any concerns you may have about productivity quotas, company culture, or any other aspect of your job with your manager. They can help you clarify any uncertainties and provide guidance on addressing challenges you may have faced in your first few months.
Develop a Stronger Relationship with Your Manager
Your one-on-one meeting with your manager is a great opportunity to develop a strong relationship. Building rapport with your manager will make it easier for you to seek support and assistance in the future when you need it at work.
The Questions
Here are some sample questions a manager could ask during their performance review with an employee:
- What do you feel are your biggest accomplishments since starting with the company?
- Are there any areas where you feel you need more training or support?
- How have you found the on-boarding process, and is there anything we could have done differently to make it more effective?
- What have you found to be the biggest challenge in your role so far?
- Are there any specific goals or objectives you want to achieve in the next 90 days?
- How well have you been able to adapt to the company culture and work environment?
- Have you received constructive feedback from your colleagues and superiors? If so, how have you implemented this feedback?
- Have you been able to effectively manage your workload and prioritize tasks?
- Have you shown initiative and taken on additional responsibilities beyond your job description?
- How do you feel about the level of communication and collaboration with your team and colleagues?
- What do you feel are your strengths, and how can we work together to leverage these to add value to the company?
- Are there any concerns or areas for improvement that you would like to discuss?
90 Day Performance Review Template – Manager Review
90 Day Performance Review Template – Self Review
Example Generic 90 Day Performance Review Form
Generic Self-Assessment Example Form
This part is for employee to complete, where employee can evaluate themself on various aspects.
90-Day Performance Review Self-Evaluation Form
Employee Name: ___
Date: ___
Please take a few minutes to answer the following questions about your performance in the last 90 days. Your honest feedback will help us understand your strengths and weaknesses and identify areas where we can support your development.
- Are you satisfied with your job role and responsibilities? If not, please explain.
- Are you meeting your goals and objectives? If not, please explain.
- Are there any specific skills or knowledge areas you would like to improve upon?
- Do you have all the tools and resources necessary to succeed in your role? If not, please specify what you need.
- Have you received any feedback or coaching from your supervisor? If so, how helpful was it?
- Are you comfortable with the level of autonomy in your job? If not, please explain.
- Do you enjoy working with your team? If not, please explain.
- How do you prioritize your workload? Do you feel you are managing your time effectively?
- What do you consider to be your biggest accomplishments in the last 90 days?
- What are your career goals, and how can we help you achieve them?
- What areas do you need support in, and how can we best provide that support?
- Please provide any additional comments or feedback that you feel is relevant to your performance.
Thank you for taking the time to complete this self-evaluation form. Your responses will be used to guide our discussions during your 90-day performance review meeting.
Employee’s Signature:
Date Signed:
Generic Manager Review Example Form
The manager is supposed to fill this section and discuss the same with the employee.
90-Day Performance Review Form
Employee Name: ___
Manager Name: ___
Department: ___
Instructions: The following questions are designed to assess the employee’s performance during their first 90 days on the job. Please rate the employee on a scale of 1-5, with 1 being the lowest score and 5 being the highest score.
- Was the employee productive enough during the job?
1 2 3 4 5- Did the employee have good relationships with other coworkers?
1 2 3 4 5- Was the employee proactive and demonstrated willingness?
1 2 3 4 5- Was the work done with accuracy, thoroughness, and effectiveness?
1 2 3 4 5- Was the employee cooperative, considerate, and tactful in dealing with supervisors, subordinates, peers, customers, and others?
1 2 3 4 5- Was the employee able to complete tasks on time and meet deadlines?
1 2 3 4 5- Did the employee demonstrate initiative in seeking out new tasks and responsibilities?
1 2 3 4 5- Was the employee able to work independently and as part of a team?
1 2 3 4 5- Did the employee show a willingness to learn and improve their skills?
1 2 3 4 5- Are there any areas where the employee needs to continue to develop in order to be a top contributor to the team? Please explain:
- What feedback do you have for the employee regarding their performance during the first 90 days?
What goals would you like the employee to set for the next 90 days?Manager’s Signature:
Date Signed:
Employee’s Signature:
Date Signed:
