Unlocking Success: Maximizing the Value of The 30/60/90 Day Review Process

For a new employee, the initial few months are critical for long-term success, both for the company and the employee. One onboarding tool that can set the tone for an employee's tenure is the 30/60/90 day review process. This structured evaluation period provides both the company and the employee with feedback, insights, and a roadmap for growth. It's simple and, when conducted properly, very effective in increasing employee engagement and retention.

Understanding the 30/60/90 Day Review Process

The 30/60/90 day review process is a common practice in many organizations. It typically consists of three progress evaluations conducted at the 30-day, 60-day, and 90-day marks. During these evaluations, managers assess a new employee's performance, integration into the team, and progress towards goals. This process serves as a mutual checkpoint to align expectations, address any challenges, and set clear objectives for the upcoming months.

Key Components of Each Review Phase:

• 30-Day Review: This initial checkpoint focuses on an employee's onboarding progress, understanding of roles and responsibilities, and early contributions to projects.

• 60-Day Review: By the 60-day mark, a new employee's manager evaluates the new employee's performance against set goals, teamwork skills, and adaptability to the company culture.

• 90-Day Review: The final review evaluates an employee's overall performance, achievements, areas for improvement, and potential career development opportunities within the organization.

Tips to Maximize the Value of A 30/60/90 Review Cycle

• Set Clear Goals: Define SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals from the start. This sets a clear roadmap for progress.

• Create Feedback Loops: Design opportunities for feedback from colleagues and supervisors regularly. Constructive feedback is a valuable tool for improvement.

• Document Achievements: Keep a record of accomplishments, challenges overcome, and skills developed. This data will be useful during review discussions.

• Proactive Communication: Ensure regular communication between a new employee and their manager on progress, challenges, and areas where support may be needed.

• Embrace Learning: A new employee should be open to learning new skills, processes, and technologies. Demonstrating a growth mindset can positively impact your review outcomes.

Embracing a Culture of Growth and Development

Incorporating the 30/60/90 day review process into onboarding sets the groundwork for continuous improvement and success. Remember, this review cycle is not just about evaluation of a new employee; it's a platform for mutual growth and development.