Category: Performance Management.

The performance of new hires can be measured in an easy way. What you have to do is compare the performance of the new people to that of other employees. You already know how the performance has to go, so it wouldn’t be hard to notice any problems with it when it comes to the new employees.

Typically, this process happens by evaluating the performance reports. So, you will have to look at the reports and see everyone’s performance for yourself. You will have the data about each and every employee in front of you, and that will help you determine whether changes are needed or not.

When should you conduct the review?

You could have a set time for the review and mention it in the policy. For instance, new hires could be evaluated after their first 2-3 months after they started their job. However, you should keep in mind that you need to know how long the learning curve for that position is.

Usually, you’d want to conduct the review as soon as the new employees reach the end of that period. If you give them the time until then, they will get comfortable with their position and responsibilities.

However, there is not a one-size-fits-all when it comes to new hire reviews, because the length of the learning curve may vary depending on the job itself. Some may require one or two months, while others may need more.

You can choose the type of employee performance review, depending on the purpose of the review and what you want to achieve out of it.

90 day performance review is one of the most important tools to evaluate the performance of newly joined employees in the first three months. It helps you clarify the goals and set the expectations out of them at this very early phase of their tenure. This review is key to showing newly joined employees the right direction towards achieving the best out of their roles. It also gives them the opportunity to get realigned to the goals if needed and build a good relationship with their managers.


Good performance accountability is about having a positive conversation between manager and employee.

Dave Ulrich, Co-Founder, RBL Group

90 day performance review encourages dialogue and participation through open feedback. It helps employees discuss with the managers, understand their responsibilities better and voice out their concerns if any. Timely feedback on their performance gives employees the reassurance that their performance is satisfactory, which in turn fosters a performance culture by motivating employees to go in pursuit of excellence. It also helps you forecast their performance based on this appraisal and plan for the future accordingly.

It is vital to ask the right questions in the review to best achieve the outcomes. You can ask the following questions in a 90 day performance review. You can also use the 90 day performance review template given below and customize it to your needs. Download here.

1. Have you got what you expected in this role?

When they applied for the job, employees would have had some expectations. Meeting those expectations is key to job satisfaction.

2. Evaluate your performance so far.

It helps you know whether the employee believes he/she performs up to the expectations.

3. Do you understand what is expected out of you?

Depending on the self-evaluation of the employee and his/her understanding, you can clarify the expectations if needed.

4. What skills and competencies do you want to develop/improve to perform better?

This question helps you understand the needs and organize suitable training programs.

5. What are the tools you need to do work better and faster?

This question helps to procure the tools that the employee may need to get work done more efficiently.

6. What are the things you like in this job?

Knowing what motivates the employee and building on that improves work experience.

7. What are the things you want to change in this job and the organization?

Ideas from employees often help optimize processes and initiate changes in the organization to achieve efficiency.

8. Do you feel that your ideas are accepted, brainstormed and implemented?

Recognition in a team instills team spirit and participation.

9. Do you feel comfortable with your team?

Asking this helps you know if the team is friendly with new members. You can resolve any issues and make them comfortable so that they can focus on their work better.

10. How would you like to see yourself in the company in the long term?

It lets employees speak about their aspirations and help you plan for the future.

Performance Review of new employees with Profit.co

Profit.co’s performance Management module can serve as the complete solution for all your Performance Management needs, especially for the new hires. Profit.co’s Intuitive and user-friendly interface allows the company HR to have an excellent overview of active/closed performance reviews with dashboards. This dashboard empowers the HR to keep an eye and access any of the pending or completed self-assessments, manager-employee reviews or 360’ assessments. Even the lists of top and bottom rated employees based on completed performance reviews are accessible via the HR dashboard.

Self / Manager reviews feature enables employees to carry out self-assessments and managers to conduct 1 on 1 employee reviews. Both self-assessments and 1 on 1 manager-employee reviews are based on competencies & graphic rating scales. Employees and managers can provide comments and use the interactive Graphic rating scale (GRS) to rate against competencies identified for each job title. The 360-degree feedback process or the peer review collects information from the employee’s supervisor, colleagues, and subordinates about an individual’s competencies. The feedback feature allows managers to add reviewers & request quick feedback from anyone within the organization.

The metrics for tracking the performance can be chosen from the comprehensive KPIs library of Profit.cothat houses predefined 300+built-in KPIs. There are many KPIs relevant to performance review, for instance, the HR metric, New Hire 90-Day Failure Rate is useful to determine the percentage of new employees that leave the company in 90 days.

Profit.co’s continuous performance management solution encourages managers and employees to have regular conversations and ensures that employees get the feedback and recognition they need to continue to improve and succeed. Managers do not have to wait for lengthy 1 on 1’s as Profit.co’s performance management process enables in the moment feedback and allows managers to collect assessment & review When done properly, performance management helps companies strengthen employee productivity, improve employee engagement, and reduce turnover, which ultimately lowers costs and helps grow the business in the long run.

Related Articles