Stop Saying “Probationary Period (read the article for the legal reasons).” Aim for 90 Days, put in on your calendar.
Have an Agenda,
- Areas where the new hire needs additional training
- Cultural fit
- Gaps in knowledge
- Workload evaluation
- Skills fit
- The employee’s observations
- Things that need changing
- Things that are working well
Make Sure the Employee Has a Chance to Speak. Remind the New Employee About Policies. Say Thank You!
Read the article for more details about each item.
Source: The Right Way to Conduct a 90-Day Performance Review | Inc.com
