Pragmatic Guide: Valuable Questions for a 90-Day New Employee Review

The 90-day employee review is a reflection point, allowing an assessment of the new recruit's performance thus far. This period allows the manager to assess the skills, attitude, and work ethic of the new hire. The goal is to verify strengths, identify areas of improvement, and accordingly, map out future professional development.

Let's outline the crucial questions needed for this important review.

First Steps: Onboarding and Integration

The initial few months for any new hire is about adjusting and learning. Questions under this category are designed to evaluate the ease of transition into their new role.

• Was the onboarding process helpful for you in your role? This question relates to their induction process and the efficacy of the company's onboarding structure.

• Do you feel well-supported to fulfill your tasks? This question is aimed at identifying if they are equipped with the necessary resources and support systems.

• What hurdles have you faced, and what was your strategy to surpass them? This aims to spot their capability to handle issues and ascertain the need for additional training or guidance.

Assessment: Performance and Contribution

It is important to understand the tangible input your new member has made.

• What accomplishments have made you proud so far? This showcases their ability to analyse their impact.

• How do you manage your workload and what scope do you see for enhancement? This would throw light on their time management skills.

• Could you provide instances of your contribution towards team objectives? This will gauge their ability to work in a team and their contribution towards collective success.

Adjustment: Evolving to Company Culture

Each company has its unique essence – its culture. How quickly an employee assimilates can give insights into their likelihood of staying with the company.

• How would you sum up our company culture based on your experience till now? Their perception could reflect your culture's assets and potential areas of development.

• Can you tell how you've made contributions to our culture? Look for examples of initiative and cultural participation.

Aspirations: Future Goals and Development

Desire to progress and ambition is often an indication of a bright future with the company.

• How do you envision your growth path in the company? Aspirations to advance can be potentially valuable for your team.

• Are there areas of expertise you wish to develop to bolster your performance? This can lead to discussions about future training and development opportunities.

• In what ways do you think you can contribute towards the long-term success of the company? You want their long-term vision - they should be able to look beyond their current role.

Feedback: Reciprocal Exchange

A review isn't just about the employee's performance; it's also a platform for them to provide feedback.

• How can the management provide better support to you in the future? Show your willingness to adapt with the purpose of supporting them better.

• Do you have opinions or suggestions regarding our ongoing projects or processes? This could reveal valuable inputs from a fresh point of view.

Broad Outlook: Concluding Notes

Finally, take a step back and share the larger vision to assure your new employee that they form a significant part of the organisation's future.

• How do you perceive your role evolving in line with the future plans of the company? Connect their career aims with the future direction of your business.

The 90-day performance review sets the tone for future growth opportunities, establishing where your new employee stands and their vision for the future. It's not just about assessment but fostering a reciprocal connection that encourages development, loyalty, and shared goals.