A new hire’s first 90 days are crucial in determining whether they thrive or struggle at the company. Providing support and constructive feedback with 90-day reviews can motivate new employees to remain in their roles, minimizing turnover and its related costs.
This article explores how the 90-day review process can support new hires’ success, empower managers to lead effectively and foster a high-performing, supportive culture that keeps top talent engaged.
Contents
What is a 90 day review?
How can a 90 day review template benefit your organization?
What should a 90 day review template include?
How to write a 90 day review using a template
Free customizable 90 day review template
How can HR managers provide constructive feedback during a 90 day review?
24 sample questions to ask new hires after their first 90 days
Best practices for hiring managers conducting 90 day reviews
What is a 90 day review?
A 90 day review is a new hire’s formal evaluation at the three-month mark. It assesses their initial performance, integration into the company culture, and alignment with role expectations. It provides both the new hire and their manager an opportunity to reflect on successes, identify areas for improvement, and address challenges during the onboarding period.
This review ensures they’re on track with their onboarding, have the support they need, and get the chance to clarify expectations and offer feedback. It also allows managers to offer constructive feedback, reinforcing positive behaviors and driving performance.
How can a 90 day review template benefit your organization?
A 90 day review template provides a structured framework for assessing and supporting new hires. This helps employees understand the skills and knowledge they need to excel, leading to better performance, engagement, and retention.
Using a template also creates a clear roadmap for both managers and employees by outlining specific performance metrics, role expectations, and developmental goals.
What should a 90 day review template include?
Let’s take a look at what each template should include, as well as typical dos and don’ts when designing and implementing a 90-day review:
Performance metrics
These help evaluate the employee’s performance against role expectations with clear, measurable criteria aligned with the job description. Some examples are project completion rates, customer satisfaction scores, or team collaboration efforts.
Do: Use specific, quantifiable metrics to assess performance objectively. Include examples of the employee’s contributions, such as successful project outcomes or consistent deadlines.
Don’t: Use vague or subjective criteria, such as “works hard” or “shows potential”, as they don’t provide actionable insights.
Goal assessments
Use these to revisit the onboarding goals and evaluate the employee’s progress. Goals might include mastering specific tools, improving skills, or contributing to key projects.
Do: Highlight the first 90 days’ goals and set new achievable targets for the next phase. Ensure goals are SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
Don’t: Set overly ambitious or unrelated goals, as this may overwhelm the employee or cause disengagement.
Feedback sections
Create space for an open information exchange between the manager and employee. It should cover the employee’s strengths, areas for improvement, and how the organization can better support them.
Do: Offer constructive, balanced feedback, including praise for achievements and suggestions. Use specific examples to reinforce points and encourage two-way communication.
Don’t: Be overly critical or give generic, vague feedback that can demotivate or confuse the employee. Likewise, don’t focus only on the positives and ignore areas needing improvement.
Areas for improvement
This section is for identifying skills or behaviors the employee needs to improve to meet role expectations. This section should outline actionable steps or resources like training programs or mentoring opportunities.
Do: Frame improvement areas as growth opportunities and include a clear plan for the employee to address them. Provide actionable steps, like attending a specific workshop or shadowing a colleague.
Don’t: Focus solely on weaknesses without offering solutions, as this can create a sense of failure and demotivation rather than motivation to improve.
Drive new hire retention and engagement with effective reviews
90 day reviews can improve new hire retention and engagement. To ensure this, you must gather feedback, address concerns, and align individual and organizational goals.
In AIHR’s Talent Management and Succession Planning Certificate Program, you’ll learn to master methods to engage and develop employees who might be future leaders in your company.
Cultural integration
Ensure there’s space to assess how well the employee has integrated into your organization’s culture, including their ability to adapt to the company’s values, work environment, and team dynamics.
Do: Ask specific questions about the employee’s feelings about the workplace environment and team collaboration. Encourage feedback on their onboarding experience and overall fit within the company culture.
Don’t: Assume cultural integration without employee input. Be sure to ask how they think they fit into the workplace culture and provide added support to accommodate their integration needs if necessary.
Skill development
This allows you to evaluate the employee’s progress in learning the specific technical or soft skills for their role and identify where they may need additional training.
Do: Include a list of key skills relevant to the role and rate the employee’s proficiency in them. Suggest targeted training or resources to develop critical areas further.
Don’t: Give vague assessments like “needs improvement” without specifying which skills are lacking or how to develop them. Additionally, don’t expect complete mastery of every skill within the first 90 days.
Team collaboration
Assess how the employee collaborates with colleagues, contributes to team goals, and supports productivity. This is crucial for gauging their integration into the workforce.
Do: Gather feedback from team members to provide a well-rounded view of the employee’s collaboration efforts. Highlight instances where the employee has added value to team projects or demonstrated strong interpersonal skills.
Don’t: Focus only on isolated incidents of conflict or miscommunication without acknowledging their contributions to the team. Don’t ignore management’s role in nurturing effective team dynamics, either.
HR tip
Include a self-assessment portion or addition to the template. This will allow employees to evaluate their own performance and share insights from their first 90 days. This promotes ownership and engagement in the review process.
Problem-solving abilities
Highlight the employee’s critical thinking and problem-solving skills, especially how they approach challenges and implement solutions in their role.
Do: Provide examples of situations where they solved problems or made decisions. Discuss strategies for tackling more complex challenges in the future.
Don’t: Critique their problem-solving skills without offering guidance on improvement. Also avoid overlooking their creativity or initiative, even if their solutions were imperfect.
Work prioritization and time management
Finally, include a section on the template to review how effectively the employee has prioritized tasks, managed deadlines, and balanced responsibilities during their first 90 days.
Do: Use specific examples to highlight their time management or areas for improvement. Provide tips or tools to help them prioritize effectively.
Don’t: Give general feedback like “needs better time management” without using specific examples or situations or providing actionable advice.
How to write a 90 day review using a template
Phase 1: Preparation and data gathering
Start by gathering essential documentation about the role and employee. You’ll need the original job description, initial onboarding goals, and any documented expectations from the hiring process. Schedule the review at least two weeks in advance to give them enough time to prepare for it.
Gather concrete examples of the employee’s work, including:
- Completed projects and outcomes
- Team feedback and collaboration
- Customer or stakeholder interactions
- Training completion records
- Any documented challenges or successes.
Phase 2: Customize the review framework
Tailor the review to reflect the position’s unique aspects. For technical roles, focus on specific skills and project deliverables. For customer-facing positions, emphasize service metrics and relationship management skills.
Consider specific industry needs, such as:
- In healthcare: Create sections for patient care metrics, compliance requirements, and safety protocols. Include verification of required certifications and licensing status.
- In technology: Focus on technical skill development, code quality metrics, and project methodology adoption. Include sections for security clearances and technical certifications.
- In financial services: Incorporate regulatory compliance checks, risk management assessments, and client portfolio management metrics.
Phase 3: Cultural alignment assessment
Examine specific examples of how well the employee embodies company values. For instance, you could describe a situation where the employee has demonstrated the core value of innovation and consider how this aligns with the company’s approach to creative problem-solving.
Evaluate the employee’s cultural fit by assessing their:
- Communication style and effectiveness
- Team collaboration
- Adaptation to company norms
- Contribution to team dynamics.
Phase 4: Performance evaluation structure
Frame each competency assessment with a clear description of expected behavior, specific examples of demonstrated performance, development areas, and improvement action items.
Review the initial 90-day goals using this framework:
- State the original goal
- Describe progress made
- Analyze any obstacles encountered
- Document lessons learned
- Set revised or new goals.
Phase 5: Development planning
Create a forward-looking development plan that includes short-term objectives (next 90 days), long-term career aspirations, specific skills development needs, required resources or support, and achievement timeline.
For each development area, outline specific actions to take, resources needed, the completion timeline, success metrics, and a check-in schedule.
Phase 6: Documentation and follow-up
Establish a formal record that includes a performance assessment summary, specific examples and detailed feedback, agreed-upon action items, development plan details, and signatures and acknowledgments.
Conclude the review by deciding on the next steps and doing the following:
- Setting follow-up meeting dates
- Clarifying expectations
- Confirming resource availability
- Establishing communication channels
- Scheduling regular check-ins.
HR tip
Review and update the template on a quarterly basis to ensure it remains relevant and effective. When doing this, consider changing business needs, updated industry requirements, employee feedback, and developments in best practices.
Free customizable 90 day review template
AIHR has created a free 90 day review template that you can download and customize to your organizational needs.
The role of HR managers in the 90 day review
While hiring managers focus on role-specific performance, HR managers bring a broader perspective. As an HR manager, you should ensure the 90 day review process supports both the hiring manager and new hires.
Check in with the hiring manager to assess how each new hire is adapting and provide tools like templates and guidelines to prepare for the review. You should also help identify what frameworks or resources the hiring manager might need to support a new hire after their onboarding.
Also, speak directly with each new hire to evaluate their fit with the company’s culture and values. Identify any training needs or areas that require additional support. These conversations ensure you can address challenges and help the new hire feel supported.
After the 90-day review, follow up to implement any agreed-upon actions, such as training, mentoring, or performance goals. You should then track progress and offer continued support to ensure the new hire’s long-term success.
For most hiring managers, giving feedback can feel daunting. Having a method or approach to help guide the feedback process not only helps build their communication skills but can empower them to step into their role with confidence.
24 sample questions to ask new hires after their first 90 days
General experience
- How would you describe your first 90 days at the company?
- What’s your biggest success or achievement so far?
- What challenges have you encountered, and how can we help you with them?
- Has the role met your expectations based on the job description and interviews?
Onboarding process
- Was the onboarding process helpful in preparing you for your role?
- Do you have any improvements or additional onboarding resources to suggest?
- Did you receive adequate training to perform your duties?
Role and responsibilities
- Are you confident in understanding your role and responsibilities?
- Are you uncertain about any aspect of your job, or do you need more training?
- Are you clear on the goals and expectations for your position?
Workplace integration
- How would you describe your relationship with your team and manager?
- Do you feel comfortable and included in the workplace culture?
- How can we help you feel more integrated with the team?
Feedback and communication
- Have you received enough feedback from your manager in your first 90 days?
- Are you comfortable giving feedback or raising concerns when necessary?
- Is there anything you wish you’d communicated earlier to your manager or team?
Resources and tools
- Do you have the tools and resources to do your job effectively?
- Is there any support or technology that would make your work easier?
Career development and future goals
- Do you have any skills you’d like to develop in your role?
- Do you see yourself achieving your career goals here?
- Are there any projects or initiatives you’d like to join going forward?
Organizational feedback
- Is there anything about the company’s processes or culture that could be improved?
- What do you enjoy most about working here so far?
- Are there any concerns or issues you’d like to discuss or suggest improvements for?
Best practices for hiring managers conducting 90 day reviews
Below are some best practices hiring managers should observe when conducting 90 day reviews. In addition to these practices, it’s also useful to give each employee time and guidance to reflect and prepare for their 90 day review meeting.
This removes uncertainty, helps drive a constructive conversation, and gives them autonomy in their own onboarding process. Additionally, it relieves pressure on the line manager to drive the conversation only from their side, encouraging dialogue and mutual participation.
1. Prepare for the review meeting
Gather relevant information and insights ahead of time—review the new hire’s performance metrics, project outcomes, and feedback. Next, identify specific examples of successes and areas for improvement to discuss during the meeting.
You should also revisit the onboarding goals and expectations to evaluate progress and create a clear agenda for the meeting to cover all important topics.
→ HR’s role: Provide managers with a checklist or template to organize their notes and properly structure the discussion.
2. Communicate effectively
Strong communication is essential for building trust and ensuring the new hire feels supported. The review meeting should be a two-way conversation, not just a critique. To establish a positive tone, start the meeting by highlighting the employee’s achievements and contributions.
When providing feedback, use clear, specific language, cite examples to support observations, and encourage the employee to share their reflections on their progress, challenges, and experiences. It’s also important to be empathetic and listen to their perspective to ensure open dialogue.
→ HR’s role: Offer training on giving constructive feedback and handling sensitive topics to ensure managers approach the conversation confidently.
3. Set goals together
The review should align the new hire’s goals with team and organizational objectives, supporting a sense of purpose and direction. Start by setting SMART goals for the next review period, then identify areas for the new hire to improve or develop skills.
From here, you can discuss resources or training opportunities to support these goals and align them with the employee’s career aspirations and the organization’s strategic priorities.
→ HR’s role: Provide managers with examples of effective goal-setting techniques and tools for tracking progress.
4. Address challenges and barriers
Hiring managers must identify and address any obstacles hindering the new hire’s success. To do so, create a safe space for the employee to discuss challenges related to the role, team dynamics, or workplace resources.
Focus on problem-solving by brainstorming actionable solutions together, and offer support (e.g., mentorship, training, or workload adjustments) to help overcome barriers. You can then follow up on identified challenges to ensure progress.
→ HR’s role: Encourage managers to adopt a growth mindset and view challenges as opportunities for improvement rather than failures.
5. Ensure fair and accurate evaluations
A 90 day review should be an objective and balanced assessment of the new hire’s performance and potential. To ensure this, evaluations should be based on measurable performance data and specific examples, not subjective opinions.
Gathering feedback from team members, peers, and stakeholders can also offer a well-rounded perspective. Additionally, be sure to avoid bias by focusing on the new hire’s actual performance rather than comparisons to previous employees. You should also acknowledge that the first 90 days are a learning period for the new hire and set realistic progress expectations.
→ HR’s role: Offer training on unconscious bias and objective performance evaluation to ensure managers conduct fair reviews.
To sum up
What makes 90 day reviews work isn’t just the right template or structure—it’s the genuine commitment to meaningful, two-way conversations. When organizations treat these reviews as chances for growth rather than simple assessments, they create a workplace where new employees feel supported, valued, and confident.
Regular updates to templates, ongoing manager training, and feedback collection ensure the process remains useful and meaningful for everyone involved. A well-executed 90 day review is essential to helping new employees succeed and grow within the organization.
