The HR Professional's Guide to Conducting Successful 90-Day Reviews

The 90-day review is a crucial moment for any new employee, offering a chance to reflect on their early days within an organization. For HR professionals, this review is an opportunity to evaluate performance, offer feedback, and set the stage for future growth. It goes beyond just checking boxes on performance metrics; it is a time to ensure that new employees feel recognized, supported, and ready to contribute long-term. How this review is conducted can shape the employee's experience and lay the groundwork for their continued success.

In this article, we will dive deep into the essentials of the 90-day review process. We will guide you through every step—from preparation to follow-up—so that you can approach the review with confidence and clarity. Whether you are new to HR or looking to fine-tune your approach, this guide will help you build a thoughtful, consistent process that benefits both the employee and your organization.

Preparing for the Review

Setting Clear Objectives

Before you begin any review process, it's essential to clarify what you want to achieve. Establishing clear objectives ensures that the meeting remains productive and focused. Typically, a 90-day review should:

• Evaluate how well the employee has met the expectations set during their onboarding.
• Provide constructive feedback on their strengths and areas for improvement.
• Assess their integration into the team and company culture.
• Identify any additional support the employee may need moving forward.
• Set actionable goals for the next phase of their journey with the organization.

By outlining these goals, you make sure that both you and the employee stay aligned throughout the review.

Gathering Feedback

A thorough 90-day review isn't just based on the HR professional's perspective—it should incorporate insights from a variety of sources. It's important to collect feedback from:

• The employee's direct supervisor, who can provide insight into daily performance.
• Team members who have worked closely with the new hire.
• Other departments or stakeholders who have interacted with the employee.
• Mentors or colleagues assigned during the onboarding process, who can speak to the employee's integration.

Collecting this feedback in a structured manner, perhaps through a feedback form or questionnaire, will help highlight consistent patterns or areas of concern in the employee's performance.

Preparing the Employee

Helping the new hire prepare for their review is just as important as preparing yourself. Give them a self-assessment form that allows them to reflect on their first 90 days. Ask them to consider their accomplishments, challenges, and aspirations moving forward. This not only helps the employee organize their thoughts but also makes the review discussion more meaningful and collaborative.

Conducting the Review

Creating a Comfortable Environment

A positive review experience begins with setting the right tone. Choose a quiet, private space for the meeting—ideally one where the employee feels relaxed and open to conversation. If your company culture allows, a more informal setting, like a coffee shop, may help the employee feel more at ease. The key is to create an environment where the employee feels comfortable sharing their thoughts without distractions.

Starting the Conversation

Begin the review by acknowledging the employee’s contributions so far. Start on a positive note by expressing appreciation for their efforts. This helps set a constructive tone for the meeting and reassures the employee that their work is valued.

Discussing Performance

When discussing the employee's performance, it's crucial to provide specific examples. Rather than saying, "You're doing great," highlight instances that show their strengths or areas for improvement. For instance, “Your presentation to the marketing team last week was a success. You communicated the new strategy clearly, and your response to questions was thoughtful and detailed.” Concrete examples make the feedback more actionable.

Addressing Challenges

If there are areas where the employee is struggling, approach the conversation with empathy. Frame these challenges as opportunities for growth and discuss ways to overcome them. Work collaboratively to come up with strategies or actions the employee can take to improve. Remember, the goal is to support the employee, not to criticize them.

Setting Goals

Setting clear goals for the future is a critical part of the review. Collaborate with the employee to set goals that are specific, measurable, achievable, relevant, and time-bound (SMART). These goals should align with both the employee's career development and the organization’s overall objectives.

Listening Actively

The 90-day review is not a one-sided conversation. Encourage the employee to share their thoughts, concerns, and feedback. Actively listen by focusing on what they say and asking follow-up questions to deepen your understanding. This helps build trust and shows the employee that their opinions matter.

After the Review

Documenting the Discussion

After the review, it is important to document everything discussed. Create a written summary that includes feedback, goals, and any action items agreed upon. Share this document with the employee and ask them to acknowledge it by signing. This ensures transparency and provides a reference point for both you and the employee moving forward.

Following Up

The 90-day review should not be a one-off event. Schedule regular follow-up meetings to track the employee's progress on the goals and action items discussed. These check-ins demonstrate ongoing support and help keep the employee on track.

Providing Resources

If the review identifies areas where the employee could benefit from additional training or support, take action. Whether it's offering mentoring, arranging training programs, or adjusting their workload, ensure the employee has the resources they need to succeed.

Best Practices for HR Professionals

Standardizing the Process

To ensure consistency across the organization, develop a standardized process for 90-day reviews. This guarantees that all new employees are evaluated in a fair and uniform manner, and it helps managers stay on track.

Training Managers

Provide managers with training on how to conduct effective 90-day reviews. Workshops on giving constructive feedback, setting achievable goals, and conducting difficult conversations will help them approach the process with confidence and skill.

Leveraging Technology

Consider using HR software to streamline the review process. Tools can help gather feedback, track goals, and document discussions more efficiently, making the process smoother for both HR professionals and managers.

Continuous Improvement

Finally, it's important to regularly evaluate and refine the 90-day review process. Seek feedback from both managers and employees about what's working well and what could be improved. Continual improvement ensures that your reviews remain effective and impactful over time.

By approaching the 90-day review thoughtfully and systematically, HR professionals can help new employees feel supported, set them up for success, and foster an environment that encourages growth and engagement throughout their careers.