90 Days Probation Review: Notes and Tips For Hiring Managers

The end of a 90-day probationary period is an important moment for employer and employee alike.

It provides an opportunity for both parties to look back on the recruit's first few months in the job and reflect on key questions such as:

• How have they settled into their role and gotten to grips with their tasks and responsibilities?
• How comfortable does the employee feel in their workplace surroundings?
• Have they been made to feel welcome and supported by their colleagues?
• What feedback does the line manager have about their new report's performance in the first 90 days?

For new hires who’ll be staying with your company beyond their probation period, the 90-day review offers a chance for them to connect with their manager, discuss their immediate future and talk about any support they might need to continue progressing in their role. And for those who won't be staying on board, an honest discussion about their experiences and challenges could shed light on problem areas you might be able to improve.

It's important, therefore, to have a plan in place that’ll help you get the most out of your probation reviews.

Do your preparation

Giving yourself time to prepare in advance can help to ensure the time you dedicate to 90-day reviews is positive and productive for everyone involved.

Analyzing the employee's work and collecting feedback from colleagues and other managers with whom they have interacted will ensure you're properly informed as you go into the review.

Setting aside adequate time for preparation will also allow you to come up with productive and relevant questions to put to the employee, such as:

• How do you feel about your performance over the past 90 days?
• What are your proudest achievements so far?
• Have you encountered any particularly difficult challenges?
• Have you been satisfied with the support you've received to overcome these obstacles, and if not, what could the company have done differently?

Be ready to give feedback

As well as providing the chance for managers to engage with new recruits and gather their thoughts on their first few months in the job, 90-day reviews are an opportunity for you to give constructive, personalized feedback on how workers are performing.

This is a crucial component of the employer/employee relationship. Regular feedback helps to maintain open lines of communication between managers and their teams and ensures people are being fairly recognized for their work.

Make sure your assessments and comments are relevant, taking into account the context of the individual's roles and responsibilities, and also clear enough for them to act on.

Focus on achievements and areas for improvement

In the process of delivering your feedback, it's important to look for a balance between acknowledging the employee's achievements and highlighting areas where they can develop and improve.

When discussing potential for development, be sure to back up everything you say with evidence and encourage the employee to share their own views on how they could grow in their role.

This could help you identify new opportunities for training and come up with fresh approaches to workforce learning that make it easier for you to address skills shortages.

Examine company culture, job descriptions and workloads

Probation reviews provide a good opportunity to gauge how your company is performing in key areas such as managing workplace culture, tailoring job descriptions and administering workloads.

New recruits could be a good source of illuminating insights into these subjects, since they may be in a better position to offer fresh perspectives than long-term employees who are accustomed to how the business functions.

Making improvements in these areas can lay the groundwork for a range of practical and operational benefits for your organization, including reduced staff turnover and increased productivity from a more engaged and happy workforce.

Set goals for the future

It's beneficial for the business and its employees to maintain a mindset of ongoing professional development that continues well beyond a new recruit's 90-day probationary period.

When conducting reviews with recent joiners, don't miss the opportunity to talk about their future aspirations and how the company can aid their efforts to fulfill them.

Work closely with individuals to set specific, measurable and actionable goals for the future, which could relate to anything from using new technologies to improving their customer communications.

These efforts will prove mutually beneficial for employees and the business, putting all parties in a stronger position to achieve lasting growth and success.