What To Expect From a 90-Day Review

A 90-day review is used when hiring new employees or transferring employees to new positions. After the first 90 days, a manager reviews employee performance, goal progress, and discusses future onboarding and training plans. It’s important to come prepared for the 90-day review with an agenda and questions to ask.

PERFORMANCE REVIEW TIPS FOR EMPLOYEES | How to Prepare for a Performance Review

Why your 90-day review is valuable

90-day reviews are valuable for you and your employer. Consider these benefits of participating in a 90-day review:

Share onboarding experience

By sharing your recent onboarding experience with your manager, specifically what you found helpful and what you didn’t, your company can make improvements going forward. The organization can improve their hiring and onboarding processes if you can be more specific about what worked well and what needs improvement.

Receive feedback

In this meeting, your manager will provide you with feedback on your work, including comments on your performance and productivity. Ask your manager what to expect going forward in your role as some companies like to increase productivity expectations after an employee’s first 90 days if their performance is good. Following your onboarding process, inquiring about the next steps demonstrates that you are prepared to contribute more to your team or department.

Determine goals

After 90 days on the job, it’s likely that you’ll feel reasonably at ease with your routine tasks and be prepared to set more difficult objectives. Your manager can assist you in choosing what these goals should be and in creating a strategy to achieve them. Create measurable goals that you can achieve in a reasonable amount of time by being as specific as you can.

Seek guidance on concerns

You can express any worries you may have to your manager about productivity goals, the workplace environment, or any other aspect of your job during your 90-day review. They can help you resolve any issues and uncertainties you may have in the early stages of your employment.

Develop the managerial relationship

You can build a solid relationship you can rely on by spending time alone with your manager. Building a strong rapport with your manager will increase your likelihood of approaching them in the future for support and assistance, ensuring that you receive the support you want when you need it at work.

What is a 90-day review?

A performance review meeting known as a “90-day review” is held after a new employee has worked for about three months. Most frequently, this is a meeting between the direct manager and the employee who has just completed their first 90 days of employment. Common topics of discussion in a 90-day review include:

Tips for a successful 90-day review

Follow these advice to successfully prepare for and take part in your manager’s 90-day review:

FAQ

Can you get fired at your 90-day review?

Use these tips to help you prepare for and participate in a successful 90-day review with your manager:
  1. Know the expectations. …
  2. Welcome constructive feedback. …
  3. Ask for a review. …
  4. Have goals in mind. …
  5. Be honest. …
  6. Document and share. …
  7. Seek guidance. …
  8. Thank your manager.

What should a 3 month review say?

Once more, a company’s 90-day trial period might have an unintended legal effect that would have an impact on the employment-at-will doctrine, which is the law in most states. According to the doctrine, an employer is free to fire an employee at any time for a valid reason, a false one, or no valid reason at all.

How do you prepare for a 3 month review?

What to say in a performance review
  • Talk about your achievements. …
  • Discuss ways to improve. …
  • Mention skills you’ve developed. …
  • Ask about company development. …
  • Provide feedback on tools and equipment. …
  • Ask questions about future expectations. …
  • Explain your experience in the workplace. …
  • Find out how you can help.

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