Check in with a new hire at the end of the first three months: what is going well, what to fix and whether the role fits.
The first 90 days decide a lot about whether a new hire stays. A structured review catches problems early and shows the employee that you care about their start.
Some companies call this an introductory period. Be careful with the word probation: in at-will states it does not create a right to dismiss freely, and in some contexts it may be read as a promise of job security after it ends.
16 items. Use it on screen, or print it and fill it in by hand.
At 90 days, a new warehouse picker meets the speed target on two of three zones. She says the training on the third zone was rushed; the lead schedules two shadow shifts, and a check-in is set for 30 days later.
The first three months are when a mismatch between the role and the hire is cheapest to correct, either with targeted training or an honest decision. A dated record of what was reviewed and agreed also shows that the new hire was told about expectations and given support, which matters if the employment later ends.
| New hire | Kenji, line technician, Riverbend Bike Works, Boise |
|---|---|
| Training completed | Tune-up and flat repair modules; wheel truing still in progress |
| Core tasks done independently | Basic tune-ups, tube swaps, customer intake |
| Feedback from lead | Fast and careful; needs to log parts used on every ticket |
| Employee feedback | Weekend volume harder than expected; would like truing practice |
| Goals for next 90 days | True wheels solo; log parts on 100% of tickets |
| Next check-in | Day 120 |
The sample splits training into done and still in progress, so the goal for the next 90 days follows directly from the one module that is unfinished.
Long enough to see real work, short enough to fix problems.
Wording matters; get advice on how you describe it.
The employee and manager; the trainer can give input.
Document the issues and follow your process.
Ask which tasks they can now do without help, which ones still feel shaky, and whether the job matches what was described in the interview. The last question often reveals a mismatch in hours or duties early enough to fix it. Also ask whether their systems logins and training modules all work, since access gaps are common at this stage.
Only if your offer letter or policy promised one at that point. If it did, record the new rate and effective date on the outcome section so payroll can act on it. If it did not, avoid hinting at one during the meeting, because new hires tend to remember those hints as commitments.
More for the same job
Once the 90-day review template is in place, the next question is usually about shifts and hours. Book a demo to see how EZTime handles scheduling and time tracking.