The Definitive Guide to 90-Day Performance Reviews (with Examples)

Many companies today are adopting longer onboarding processes that span three months. By doing so, they can provide the ongoing support that new hires need. 90-day performance reviews take place after an employee’s first three months on the job. This formal meeting marks the end of the onboarding process. It also helps employees gain clarity on how they’ve been performing.

We know these reviews can feel daunting. That’s why we’re going to guide you through every aspect of the 90-day review process. We’ll begin by exploring what it involves before delving into key benefits and challenges. We’ll then share essential guidance on planning and conducting the 90-day review. 

Navigation

1. What Are 90-Day Performance Reviews?
2. Why Do a 90-Day Performance Review?
3. Who Are 90-Day Reviews For?
4. 90-Day Performance Review Best Practices
5. Benefits of 90-Day Performance Reviews
6. 90-Day Reviews: Common Challenges and Concerns
7. How to Plan 90-Day Reviews: Create a Formal Meeting Agenda
8. How Managers Can Prepare for a 90-Day Review Meeting
9. 90-Day Review Questions
10. 90-Degree Performance Review Meeting Follow-up
11. Primalogik Offers Employee Review Tools to Help Managers Conduct Effective 90-Day Reviews

What Are 90-Day Performance Reviews?

90-Day Performance Reviews are formal evaluations conducted approximately three months after a new employee starts their job. These reviews serve as a checkpoint in the onboarding process, which SHRM recommends should last for months, so that both the employer and employee can assess the new recruit’s performance, discuss integration into the company culture, clarify role expectations, and identify areas for improvement or further development.

Unlike earlier check-ins (like 30- or 60-day reviews) which might focus more on comfort and initial learning, the 90-day review typically includes a more comprehensive assessment of the employee’s work quality, productivity, teamwork, and alignment with company values, often leading to the setting of future goals.

Why Do a 90-Day Performance Review?

The 90-day review process helps managers verify whether new hires are on the right track. It also fosters open communication and ultimately contributes to higher employee retention and overall organizational success.

Here’s what a 90-day performance review can accomplish:

• Help managers confirm that a new employee is the right fit. (If the company has hired wisely, this will probably be the case.)
• Provide the new hire with valuable guidance. By this time, the manager has a solid understanding of how the employee performs. The review allows for in-depth reflection on whether the employee is on the right track. 
• Help to course-correct early on, if need be. If issues are identified, the manager and employee can work to resolve them.

Who Are 90-Day Reviews For?

A variety of different employees can benefit from 90-day reviews, including:

• New hires who recently joined the company
• Those who have transitioned laterally to a new role
• Those who were recently promoted.

Some of these employees are brand-new to your company and its culture. Others may have been with your company for years. They may be joining a new department or managing a team for the first time. They can all benefit from a thorough 90-day review.

90-Day Performance Review Best Practices

Managers should frame the 90-day review in a way that avoids causing employees to worry. The review process serves as a chance to learn and grow, and should be presented as such – not as a chance to criticize or look for problems.

When an employee is navigating a brand-new role, it brings a new set of challenges. They need support and constructive feedback on their progress. This means it’s important for managers to familiarize themselves with standard performance review phrases, so they can communicate effectively during the meeting.

The 90-day review can have a very similar format to any other performance review. These days, you may be delivering reviews virtually. Fortunately, you can hold effective reviews by video chat or in person. We’ll share tips that apply to both situations.

Benefits of 90-Day Performance Reviews

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The employee experience in the first three months can be a game-changer—for better or worse. According to Psychology Today, 33% percent of employees quit within the first 90 days. However, holding 90-day performance reviews can help you earn their loyalty. By promoting engagement and nurturing growth, you’ll help employees envision a future with your company.

The 90-day review can bring a variety of benefits by doing the following:

• Establishing clear expectations. You may need to clarify existing expectations. You may also need to set new ones for the future.
• Helping employees understand how they’re performing. They’ll gain a clear overview of their progress over the past several months.
• Strengthening areas of weakness. The review provides a chance to create a plan for improvement.
• Gaining valuable input about the onboarding experience. Managers gain feedback about what is working and what could improve.
• Boosting job satisfaction. Holding thoughtful performance reviews boosts employee engagement. They feel valued when their manager actively nurtures their growth.
• Establishing an ongoing feedback loop. Set expectations for how often you’ll check in about progress. For instance, plan to hold formal meetings once per quarter.
• Enhancing the employee/manager relationship. The 90-day review strengthens the foundation of this relationship by providing critical support.

90-Day Reviews: Common Challenges and Concerns

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90-day reviews have their benefits, but they come with their fair share of pain points and challenges.

The two most common challenges are related to employee anxiety and feelings of awkwardness, especially in a remote setting. Let’s take a closer look:

90-day review challenge No. 1: Anxiety 

These reviews can cause more anxiety for employees than the typical review. Employees may fear they could be let go if they haven’t met expectations. They may not yet have an established track record of success within their position. They may, therefore, be more likely to fear they are falling short.

The Solution

Avoid calling it a “probationary review” unless that’s really what it is, or referring to the first 90 days as a “probationary period.” This language suggests employees might be let go if they don’t measure up. (Plus, probation review may not even be the legally accurate term for a 90-day review!) Emphasize that the review will promote their professional growth.

90-day review challenge No. 2: Remote interviews

Holding a performance review may feel awkward, even more so if the review is being performed over video chat. Communication may not flow as smoothly. And as we all know, body language is harder to read through a screen. 

The Solution 

Carefully communicate the format of the review and the meeting agenda by email a day or so in advance. When you start the review, set guidelines for who will speak when. You might say, “I’ll begin by pointing out some of your accomplishments for your first 90 days. Then, I would like to hear your perspective on what you’ve accomplished.” Do the same as you introduce each agenda item. That way, you won’t be interrupting each other or waiting for one another to speak.

Also, take a moment to lighten the mood at the beginning of the review. Smile and engage in a bit of chit-chat. An upbeat attitude promotes a candid conversation.

How to Plan 90-Day Reviews: Create a Formal Meeting Agenda

Thoughtful planning will help you get the most from 90-day reviews. The best approach involves creating a clear meeting agenda so that all participants know what to expect and can follow through each item, step-by-step.

Use the same agenda for all employees (or those in similar roles). This will help ensure consistency and fairness. HR might keep forms that managers can use to structure reviews.

Further, choose a target time limit for each point. That way, you can cover them all in a balanced way.

Your agenda will structure the discussion, from start to finish. While standard performance review topics could apply, here are guidelines for the most important topics to discuss during a 90-day review:

1. Present 3-month progress metrics 

Assess progress made toward the goals set for the first 90 days. Determine whether the employee has achieved them. If not, pinpoint what will bring them closer to these goals.

2. Set new goals

Set new goals for the future. This could include goals for the next six months, or even the following year. The new goals will probably be more ambitious than those set for the first 90 days.

3. Gain feedback about the onboarding experience

The employee may have valuable input for your organization. Make communication a two-way street so you can gain insights about your internal processes and any pain points or successes.

4. Discuss key challenges 

These could include a wide variety of challenges the employee may be experience, everything from technological or communication difficulties. Stay open and consider whether the challenges have solutions or not.

5. Learn how the employee feels about their role

Ask about the entire scope of their position, including whether the new hire has a balanced workload or feels confused about job responsibilities.

6. Assess whether they are a good fit with the workplace culture

Is the employee struggling to feel like they fit in? Consider how to better help the employee connect with their team if need be. For instance, enhance collaboration by establishing new team communication norms. Consider scheduling more social time for hybrid teams. Or re-explain workflow processes to the employee if it’s simply a question of following the right procedures.

7. Determine training and mentorship needs

Consider whether the resources you provided early on proved beneficial. Evaluate whether the employee needs more training to overcome a challenge or enhance a strength. 

8. Discuss responsibilities

Communicate whether responsibilities have increased at this point. Now is a good time to convey whether expectations have changed, too.

9. Provide reminders about important policies

Employees may not have absorbed all of these details right off the bat, and reminding them can help put them at ease and also integrate them even further into company culture.

How Managers Can Prepare for a 90 Day Review Meeting

Even with a formal meeting agenda to follow, there are a few things managers should do in advance of the meeting itself to make sure they are fully prepared. There are the two most important:

1. Review key performance indicators in advance

Never rely on memory alone to assess performance! Look at metrics that show whether the employee is excelling or struggling. Assess specific data that illustrate areas of strength and weakness. Refresh your memory about the tasks assigned to the employee. Then, evaluate how effectively the employee carries each of them out.

Review your notes on employee progress from the past three months. Bring your findings to the review to discuss with the employee.

Ask employees to reflect on KPIs as well. Invite them to bring evidence of their own success whenever feasible. Clear examples of how they are struggling will help you support them as well.

2. Take notes outlining the details pertaining to that individual employee

Before the review meeting, take clear notes on what you have observed about the employee and the metrics you will be referring to during your discussion. Note down how you plan to express your findings. This will help you share them clearly with the employee. Make notes of any changes or additions that arise during the review. 

Here are some typical employee-facing statements found in 90-day performance reviews:

Note: Feel free to begin each statement with “employee,” “he,” “she,” “they,” or make it more personal by using a first name.

• Employee produces quality work.
• He communicates clearly with the team.
• She completes work in a timely manner.
• They understand core responsibilities.
• John asks for advice and support when needed.
• Employee clearly understands goals and objectives.
• He actively seeks out and learns from feedback.
• She maintains a positive and professional attitude.
• They are working to strengthen areas of weakness, including presentation skills and ability to teach others.
• Susan needs assistance with time management.
• Employee is motivated to pursue stretch goals.
• He works to solve problems that arise.

3. Decide on a list of questions

The performance review should be a dialogue. As with the agenda, HR can maintain appropriate lists of questions. They may differ by role to some extent. Again, maintaining consistency will help ensure fairness. Group questions under relative agenda points for an easy reference.

Asking questions on the key topics will help you gain insights from the employee. Remember that employees may still be getting up to speed in their new roles. That’s completely normal. Maintain a supportive tone, as it takes time to fully master a role.

90-Day Review Questions

90-day performance review questions are generally focused on results, employee engagement, challenges, communication and goals. A professional employee performance management software tool, such as the solution offered by Primalogik, will include question templates that you can adjust according to your specific needs. 

Meanwhile, here are a few examples, grouped according to topic, to get you off on the right foot. Some of these questions deal with progress toward goals and objectives. Others pertain to how you can support the employee moving forward. (If the employee isn’t feeling like part of the team, assign them a peer mentor, for instance. Pair people up with different work buddies each week. Hold social events virtually.) Strive to gain clarity about how the employee learns, works, and communicates best. That way, you can tailor your approach to her needs.

Remember to encourage the employee to ask questions as well. Leave space for employee questions within each agenda item.

Questions about results

• What accomplishments are you most proud of?
• Can you discuss any specific outcomes you have achieved so far?
• What deliverables do you aim to achieve in the next three months? Six months?

Questions about engagement

• What helps you to do your best work?
• Is your current schedule working for you?
• What do you enjoy most and least about your job?
• Do you feel appreciated for your contributions?

Questions about challenges

• What have you found most challenging?
• Tell me about your time-management strategies.
• What could help you be more productive?
• What skills do you want to improve?

Questions about communication

• What mode of communication do you prefer?
• Do you want more frequent check-ins with me? With your team?
• Are you and your fellow team members collaborating effectively?
• Are you developing strong relationships with team members?
• Is your mentor providing valuable guidance? Would you benefit from another mentor?

Questions about goals

• Do you need to amend any of your goals or their timeframes? Is there a strategic reason to change direction?
• Do you see opportunities to set any stretch goals?
• Do you need any additional support or resources to reach your goals? 
• What training and development opportunities would you be interested in?

90-Degree Performance Review Meeting Follow-up

Finish the meeting by stating specific achievements, and outlining new goals and objectives. You could sum up the particular obstacles and challenges the employee has faced, and end on a positive note if you intend to keep the employee on as part of the team.

Primalogik Offers Employee Review Tools to Help Managers Conduct Effective 90-Day Reviews

After three months, employees should feel confident in how to carry out their roles. They should be fully integrated into their teams and comfortable collaborating with team members. They should demonstrate a proactive approach to learning, showing steady progress toward goals. And, of course, they should be motivated and engaged in their roles. Keep a careful record of all your observations for future reference. Keeping records is key to tracking performance, measuring the success of your review process, and more. You should reflect on them before your next review. 

Following these best practices will deliver more successful performance reviews. Employees will leave with clarity on where they stand. They’ll also know where their weaknesses lie, and how they can strengthen them. And they’ll have the support needed to improve. While they won’t have mastered every aspect of the role just yet, they’ll be well on their way. The 90-day review process should be an effective way to help them move forward and make a valued contribution to your company or organisation.

Employee performance review software can assist you in delivering 90-day reviews. With many points to cover, the right tools can help you plan, deliver and gain valuable long-term insights from 90-day reviews.

Primalogik has created a complete employee performance management suite that includes a dedicated tool for employee performance reviews. It can easily be connected to the goals tracking component, so that you can quickly access individual employee progress on key OKRs for easy reference during meetings. Quality software that helps you track performance and plan reviews will maximize results! Book a demo today.