Importance of a 90-day Review

Hiring employees in 2022 is at its most challenging since before the COVID-19 pandemic changed the world. Employees have more options for employment and the freedom to find a career or organization that most aligns with their values. This is a result of employers clambering for workers. As employers onboard new employees, they need to consider how employees are adjusting to their new roles. One tool for that is a 90-day review.

 Employer Communication

While employees should be encouraged to ask questions when entering their new job, employers have a responsibility to engage employees on their journey. Management engagement and investment is important in creating a workplace with positive morale, higher employee retention, and better service for the organization’s customer base. As part of this engagement is completing a 90-day review for new employees.

 90-Day Review

A 90-day review should be used as a performance management strategy and less like a probationary period. It may also mark an end to an employee’s adjustment/onboarding period. Casual and informal check-ins are a natural part of the workplace, but scheduling a formal check-in allows the employer and employee to review productivity, goals, development/training, culture adjustment, overall performance, and goals.

 Framework

An employee’s 90-day review should be based on what was agreed to in the job description duties and pre-hire expectations, rated on a Likert-type scale of 1-5. In this type of scale system, a rating would be described as always, mostly, sometimes, almost never, and never. Generally, these descriptions would start at 5 with always and end at 1 with never. To calculate the final score, you can total your ratings and divide by the number of questions or measures.

 If you didn't have a job description, create a 90-day review form. One way to do this it to list out measures statements/questions based on the following:

·  Essential job duties (she either does them or not)

·  Willingness to learn new things (reflects flexibility and commitment)

·  Ability to communicate to staff and clients (this reflects commitment to quality)

·  Following established procedures (Shows level of professionalism)

In establishing this 90-day review form, each section/question should have a rating and a brief explanation of the score, no matter what the score. Justifying how you scored an employee should be based on their actual job performance as it ties to their job description, not what you wished or hoped they would do.

 Review Add-on

Scoring a 90-day review is important but creating a conversation about goals and objectives for a specific period is important. So, after the rating sections, add a section for you to add 3 goals you'd like your employee to achieve over the next 12 months, for example. These goals should be made in collaboration with the employee. The more invested they are in their performance evaluations, the more control they feel they have in determining their future.

Personal Development

Leap Year Business Strategies recommends allowing for at least one personal development goal, one operational goal (learns the computer system and runs specific reports), and one career development goal (a class of some sort). These goals should use the SMART goal setting template of being Specific, Measurable, Achievable, Realistic, and Time bound with a deadline. Attainment of these goals should have time limits with specific benchmarks to help the employee successfully achieve your mutually agreed upon development plan. Lastly, there should be space in the 90-day review for the employer and employee to sign and date with additional comments as necessary.

Conclusion

Performing a 90-day review for your employees will help create a culture that supports and retains your top talent. Communication is important to ensure employee assimilation and success. Not doing these formal check-ins demonstrates to your employees that you are not invested in their success, and they are only just a cog in the organizational machine. Leap Year Business Strategies is here to support your business as you support your employees. Contact us today to learn more about how we can help.