What should be included in a 90-day evaluation?

Beyond the Checklist: Maximizing the Impact of Your 90-Day Employee Evaluation

The 90-day evaluation isn’t just a box to tick; it’s a crucial opportunity to lay the groundwork for a thriving employee-employer relationship. While many companies treat it as a rudimentary performance check, a truly effective 90-day evaluation should be a collaborative, insightful conversation focused on future growth and alignment. Simply reviewing a checklist of tasks completed misses the mark. This evaluation should be a springboard for ongoing success.

To maximize its impact, a comprehensive 90-day evaluation should incorporate these key elements:

1. Self-Assessment: The Employee’s Perspective: Before the formal meeting, the employee should complete a self-assessment. This isn’t merely a list of accomplishments; it’s a reflective exercise. Prompting questions like these can be incredibly helpful:

• What were your biggest wins in the first 90 days? This helps identify strengths and reinforces positive behaviors.
• What were your biggest challenges? What contributed to these challenges? This allows for identifying areas needing improvement and potential roadblocks.
• What resources or support did you find helpful? What could have been improved? This provides invaluable feedback on onboarding processes and workplace support systems.
• What are your goals for the next 90 days and beyond? This clarifies aspirations and sets the stage for future development.

2. Manager Feedback: A Balanced Approach: The manager’s input should be both objective and supportive. This isn’t about finding fault; it’s about providing constructive criticism and acknowledging achievements. The feedback should:

• Highlight both accomplishments and areas for improvement: This balanced approach avoids negativity while identifying potential skill gaps.
• Focus on observable behaviors and specific examples: Vague statements are unhelpful. Instead, use concrete examples to illustrate points.
• Offer actionable suggestions for improvement: Instead of simply pointing out weaknesses, provide tangible steps the employee can take to address them.
• Align individual contributions with team and organizational goals: Connect the employee’s work to the broader picture, reinforcing their importance.

3. The Performance Discussion: A Two-Way Street: The formal meeting shouldn’t feel like an interrogation. It should be a collaborative discussion where both the employee and manager contribute equally. Key aspects include:

• Open and honest communication: Create a safe space where the employee feels comfortable sharing their thoughts and concerns.
• Active listening: Truly hear what the employee has to say; don’t just wait for your turn to speak.
• Joint goal setting: Collaboratively establish clear, measurable goals for the next quarter and beyond.
• Action planning: Develop a concrete plan outlining steps to achieve these goals, including deadlines and resources needed.

4. Beyond the Meeting: Ongoing Support and Development: The 90-day evaluation isn’t a one-time event; it’s the starting point of an ongoing conversation. Managers should:

• Provide regular check-ins: Schedule follow-up meetings to track progress and offer additional support.
• Offer mentoring and training opportunities: Invest in the employee’s professional development to help them achieve their goals.
• Solicit feedback continuously: Don’t wait for the next formal evaluation to gather input; encourage regular feedback throughout the year.

By implementing these strategies, companies can transform their 90-day evaluations from perfunctory exercises into powerful tools for fostering employee growth, engagement, and long-term success. The focus should always be on building a strong foundation for a mutually beneficial and productive working relationship.