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 |