90-Day Performance Review Templates to Ensure Smooth Reviews

Are you struggling with crucial steps in the onboarding process? Or perhaps you’re not able to ensure a smooth and effective onboarding process. That’s where the 90-day performance review templates comes in. In this blog, we’ll discuss the benefits of using a 90-day performance review template and provide real-life templates.

What is a 90-Day Performance Review Template?

A 90-day performance review template is a powerful tool for assessing new hires after their initial quarter. It provides a framework for discussing achievements, addressing challenges, and collaboratively setting goals for continued growth.

This resource is valuable for HR professionals, managers, and anyone invested in employee development. It offers a structured approach to guiding feedback conversations and ensuring a smooth onboarding experience.

10 Real-Life 90-Day Performance Review Templates

Performance review template on numerical scale performance review

1. Employee Information

• Employee Name:
• Department:
• Review Date:
• Manager Name:

2. Core Values Alignment

• Company Value: (Insert specific company value, e.g., Customer Focus)

1. Rating: (1-5)
2. Question: Describe a situation where you demonstrated a customer-centric approach during your onboarding process.

3. Job Knowledge & Skills

• Skill: (Insert specific job skill, e.g., Proficiency in CRM software)

1. Rating: (1-5)
2. Question: How effectively have you utilized the CRM system to manage customer interactions?

4. Goal Achievement

• Goal: (Insert specific onboarding goal set during hiring)

1. Rating: (1-5)
2. Question: Did you achieve the goal of completing X number of sales calls within the first 90 days? If not, what factors contributed to the shortfall?

5. Initiative & Problem-Solving

• Scenario: Briefly describe a situation where the employee encountered a challenge.

1. Rating: (1-5)
2. Question: How did you approach solving the recent issue with data entry?

6. Communication & Collaboration

• Question: Describe a situation where you effectively communicated with colleagues to complete a task.

7. Feedback & Development

• Strengths: Identify 2-3 key strengths demonstrated by the employee.
• Areas for Improvement: Identify 1-2 areas for development with specific suggestions for improvement.
• Development Goals: Set 2-3 SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for continued development in the next quarter.

8. Overall Performance Rating

• Overall Rating: (1-5)

9. Employee Comments

• Provide space for the employee to add comments or ask questions.

10. Manager Comments & Action Items

• Provide space for the manager to summarize key takeaways and outline the next steps.

Performance Review Template on Employee Self-Evaluation

1. Employee Information

• Employee Name:
• Department:
• Review Date:

2. Understanding Your Role

• Briefly describe your understanding of your role and its key responsibilities.
• How effectively have you applied your skills and knowledge to your daily tasks? (Provide specific examples)

3. Goal Achievement

• Review the goals set during your onboarding process.
• For each goal, assess your progress (On Track, Achieved, Needs Improvement)
• If a goal wasn’t achieved, explain the factors contributing to the shortfall.

4. Learning & Development

• Identify 2-3 key skills you’ve developed during your first 90 days.
• Describe a specific instance where you actively sought to learn a new skill or improve an existing one.
• What resources or support did you find most helpful in your learning process?

5. Challenges & Initiative

• Describe a challenge you encountered during your onboarding process.
• How did you approach solving this challenge? Did you demonstrate initiative in seeking solutions?
• What would you do differently if you could go back in this situation?

6. Communication & Collaboration

• Reflect on your communication style and effectiveness with colleagues and supervisors.
• Describe a situation where you effectively communicated ideas or collaborated on a project.
• Are there areas where you’d like to improve your communication or collaboration skills?

7. Company Culture & Values

• How well do you feel you’ve integrated into the company culture?
• Provide examples of how you’ve demonstrated the company’s core values in your work.

8. Looking Forward

• What are your career aspirations within the company?
• Identify 2-3 specific goals you want to achieve in the next quarter.
• What kind of support or resources would you like from your manager to help you achieve these goals?

9. Feedback for the Manager

• Would you like to provide any additional feedback to your manager regarding your onboarding experience or role?

10. Employee Signature

Performance Review Template on Peer Review

• Employee: [Employee Name]
• Department: [Department Name]
• Reviewer: [Your Name]
• Date:

Instructions: Please rate your observations of the new hire’s performance on a scale of 1 (Needs Improvement) to 5 (Exceeds Expectations). Provide specific examples to support your ratings.

Collaboration & Teamwork (Company Value: Teamwork):

• How effectively does the new hire collaborate with others on projects?
• Does the new hire offer help and support to colleagues?

Communication (Company Value: Clear Communication):

• How clearly and concisely does the new hire communicate ideas?
• Does the new hire actively listen to and understand the perspectives of others?

Problem-Solving & Initiative (Company Value: Innovation):

• Does the new hire demonstrate initiative in identifying and solving problems?
• Does the new hire readily adapt to changing circumstances and new challenges?

Learning & Development (Company Value: Continuous Learning):

• Does the new hire actively seek opportunities to learn new skills and improve knowledge?
• Does the new hire ask thoughtful questions and demonstrate a willingness to learn from feedback?

Overall Impression:

• Briefly describe your overall impression of the new hire’s performance during their first 90 days.

Additional Comments:

• Is there any additional feedback you’d like to provide regarding the new hire’s performance or integration into the team?

Performance Review Template on a Simple One-On-One Progress Review

• Employee Name:
• Manager Name:
• Date:

Purpose: This one-on-one meeting will discuss your progress during your first 90 days and set goals for the next quarter.

Reviewing Achievements (Focus on Company Values):

• Key goal: We set a goal for you to [mention specific goal]. How do you feel you progressed towards achieving this goal? Did you encounter any challenges?

Discussing Challenges:

• Challenge: Is there anything specific you found challenging during your first 90 days? How can I better support you in overcoming these challenges?

Setting Goals for the Next Quarter:

• Goal Setting: What specific goals would you like to achieve in the next quarter?
• Development: What kind of support or resources would you like to help you achieve these goals?

Overall Feedback:

• Strengths: What are some of your key strengths that you’ve identified during these first 90 days?
• Areas for Improvement: What would you like to work on to develop your skills and knowledge further?

Open Communication:

• Feedback: Do you have any feedback for me on how I can better support you in your role?
• Questions: Is there anything else you’d like to discuss or have any questions for me?

Performance Review Template on a Good Performance Review

• Employee Name:
• Department:
• Manager Name:
• Date:

1. Introduction

• This review will discuss your performance during your first 90 days and set goals for continued development.

2. Core Values Alignment

(Choose 2-3 relevant company values)

• Value 1: (e.g., Customer Focus)

1. Question: Describe a situation where you demonstrated a customer-centric approach during your onboarding process.

3. Job Knowledge & Skills

(List 2-3 key job skills)

• Skill 1: (e.g., Proficiency in CRM software)

1. Question: How effectively have you utilized the CRM system to manage customer interactions?

4. Goal Achievement

(List 2-3 specific onboarding goals)

• Goal 1: (e.g., Complete X number of sales calls within 90 days)

1. Question: Did you achieve the goal of completing X number of sales calls? If not, what factors contributed to the shortfall?

5. Initiative & Problem-Solving

• Scenario: Briefly describe a situation where the employee encountered a challenge.

1. Question: How did you approach solving the recent issue with data entry?

6. Communication & Collaboration

• Question: Describe a situation where you effectively communicated with colleagues to complete a task.

7. Development & Feedback

• Strengths: Identify 2-3 key strengths demonstrated by the employee.
• Areas for Improvement: Identify 1-2 areas for development with specific suggestions for improvement.
• Goals for Next Quarter: Set 2-3 SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for continued development in the next quarter.

8. Overall Performance Rating

• Overall Rating: (Use a rating scale aligned with your company’s system)

9. Employee Comments

• Provide space for the employee to add comments or ask questions.

10. Manager Comments & Action Items

• Summarize key takeaways and outline the next steps.

Performance Review Template on Simple Performance Review

• Employee Name:
• Department:
• Manager Name:
• Date:

1. Introduction

• This review is designed to discuss your progress during your first 90 days and set goals for the future.

2. Overall Performance

• Strengths: What are some of the key strengths you’ve demonstrated during these first 90 days?
• Areas for Improvement: What areas would you like to develop your skills and knowledge further?

3. Goal Setting

• Support & Resources: What kind of support or resources would you like to help you achieve this goal?

4. Open Discussion

• Feedback: Do you have any feedback for me on how I can better support you in your role?
• Questions: Is there anything else you’d like to discuss or have any questions for me?

5. Next Steps

• Briefly summarize key takeaways and action items for both you and the employee.

Performance Review Template on Developmental Review

• Employee Name:
• Department:
• Manager Name:
• Date:

1. Introduction

• This review will discuss your progress during your first 90 days and identify continued learning and development opportunities.

2. Core Values Alignment

(Choose 2-3 relevant company values)

• Value 1: (e.g., Continuous Learning)

1. Question: Describe a situation where you showed a willingness to learn and grow in your role.

3. Job Knowledge & Skills

(List 2-3 key job skills)

• Skill 1: (e.g., Public Speaking)

1. Question: How comfortable are you with presenting information in front of others?

4. Goal Achievement & Development

(List 2-3 specific onboarding goals)

• Goal 1: (e.g., Complete X number of sales calls within 90 days)

1. Question: Did you achieve the goal of completing X number of sales calls? If not, what factors contributed to the shortfall, and what can we do to support your development in this area?

5. Initiative & Problem-Solving

• Question: How did you approach solving the recent issue with data entry?

6. Development & Feedback

• Strengths: Identify 2-3 key strengths demonstrated by the employee.
• Developmental Needs: Identify 1-2 specific areas for skill and knowledge development focusing on growth.
• Development Plan: Collaboratively create a development plan that outlines specific actions, resources, and timelines to support the employee’s growth.

7. Employee Feedback

• Provide space for the employee to add comments or ask questions regarding their development goals.

8. Next Steps & Manager Support

• Summarize key takeaways and outline the next steps for you and the employee concerning their development plan.
• Reiterate your commitment to supporting their growth and success.

Performance Review Template on Team Performance

• Team Name:
• Manager Name:
• Date:

1. Introduction

• This review will discuss your team’s progress during the first 90 days and identify areas for continued collaboration and success.

2. Core Values Alignment

(Choose 2-3 relevant company values)

• Value 1: (e.g., Teamwork)

1. Question: Describe a specific instance where the team effectively demonstrated teamwork during this period.

3. Goal Achievement

(List 2-3 specific team goals set for the first 90 days)

• Goal 1: (e.g., Increase customer satisfaction by Y% within 90 days)

1. Question: Did the team achieve the goal of increasing customer satisfaction by Y%? If not, what factors contributed to the shortfall, and how can we improve as a team moving forward?

4. Communication & Collaboration

• Question: How effectively did the team communicate and collaborate on projects during this period?

5. Challenges & Opportunities

• Challenges: Describe 1-2 key challenges the team faces during the onboarding process.

1. Question: How did the team overcome these challenges, or what support is needed moving forward?

6. Strengths & Development Areas

• Strengths: Identify 2-3 key strengths demonstrated by the team as a whole.
• Development Areas: Identify 1-2 areas where the team can improve communication, collaboration, or efficiency.

7. Action Plan & Development

• Action Plan: Outline the team’s specific actions to address development areas and enhance collaboration.
• Development Resources: Identify resources available to the team to support their growth (e.g., training programs, communication workshops).

8. Employee Feedback

1. Provide space for team members to provide comments or suggestions for improving team dynamics and performance.

9. Managerial Support

• Reiterate your commitment to supporting the team’s success and providing them with the necessary resources to thrive.

Performance Review Template on 360 Performance Review

• Employee Name:
• Department:
• Review Period: 90 Days

Introduction: This 360-degree review provides a comprehensive overview of your performance during your first 90 days by incorporating feedback from colleagues, managers, and (if applicable) clients or customers.

1. Self-Assessment (Values & Skills):

(Choose 2-3 relevant company values)

• Value 1: (e.g., Integrity)

1. Briefly describe a situation where you demonstrated integrity in your work during the past 90 days.

• Skill 1: (e.g., Communication)

1. Rate your proficiency in this skill on a scale of 1 (Needs Improvement) to 5 (Exceeds Expectations).
2. Briefly explain your rating and identify areas for improvement.

2. Manager Feedback (Strengths & Development):

• Strengths: Identify 2-3 key strengths the employee has demonstrated. (Use real-life examples)
• Development Areas: Identify 1-2 areas where employees can develop their skills and knowledge. (Provide specific suggestions for improvement)

3. Peer Feedback (Collaboration & Teamwork):

Questions (Choose 2-3 relevant to team dynamics):

• How effectively does [Employee Name] collaborate with others on projects?
• Does [Employee Name] communicate clearly and effectively with team members?

4. Client/Customer Feedback (if applicable):

Questions (Choose 2-3 relevant to customer service):

• How satisfied were you with the level of service provided by [Employee Name]?
• How effectively did [Employee Name] explain technical concepts in a way that was easy to understand?

5. Overall Analysis & Development Plan:

• Summarize key takeaways from all review sections, highlighting strengths and areas for development.
• Develop a collaborative development plan with the employee outlining specific actions, resources, and timelines for improvement.

Performance Review Template on Work Ethics

• Employee Name:
• Department:
• Manager Name:
• Date:

1. Core Values & Work Ethic:

(Choose 2-3 relevant company values that connect to work ethic)

• Value 1: (e.g., Dedication)

1. Question: Describe a specific instance where you demonstrated dedication to your work during your first 90 days.

• Value 2: (e.g., Accountability)

1. Question: How do you approach taking ownership of your tasks and responsibilities?

2. Work Habits & Time Management:

• Question: Describe your typical daily routine and how you manage your workload.
• Question: How do you handle unexpected tasks or interruptions throughout the day?

3. Initiative & Problem-Solving:

• Question: Describe a situation where you identified a problem and took the initiative to resolve it.

4. Reliability & Attendance:

• Question: How would you describe your punctuality and attendance record?

5. Overall Work Ethic Assessment:

• Summarize your observations of the employee’s work ethic, highlighting their strengths and potential areas for development.
• If needed, provide specific suggestions for improvement (e.g., time management strategies and communication techniques for handling interruptions).

What Are the Benefits of Making Use of 90-day Performance Review Templates?

90-day performance review template streamlines the process, promotes development, and sets the stage for long-term success. It’s part of effective employee performance management. Here’s why they’re so beneficial:

• Makes the Onboarding Process Smoother: Templates provide a clear structure to guide new hires’ initial conversations. You can ensure you cover all the important areas and they feel supported in their new role.
• Keeps Clear Expectations: Templates help set expectations for performance right from the start. This reduces confusion and ensures everyone’s on the same page about what success looks like in those first 90 days.
• Create Focused Feedback: Templates keep the review focused and relevant. You won’t get sidetracked and can delve deeper into key areas for development.
• Helps You with Early Intervention: Identifying any challenges or areas needing improvement early allows for course correction. You can provide targeted support before things become bigger issues.
• Streamlines Development Planning: Templates make it easier to set development goals collaboratively. You can discuss areas where the employee wants to grow and create a plan to help them achieve those goals. You can document all this on performance management software to be more productive.

What is the Reason Behind Managers Conducting 90-day Performance Reviews?

90-day performance reviews are often overlooked but incredibly valuable for managers. Here’s why they’re so important for managers:

1: Offers Targeted Support to Employees

This is your opportunity to tailor support and development plans to the employee’s specific needs. Are they struggling with a particular software program? Do they need some extra coaching on communication skills?

The 90-day review allows you to identify these areas and provide targeted resources.

2: Help Managers Boost their Confidence

Regular feedback, especially positive feedback, can improve a new hire’s confidence. The review allows you to acknowledge their accomplishments and celebrate their early wins, setting a positive tone for their continued success.

3: Penetrates Employee Retention

Studies show that employees who receive regular feedback are more likely to stay with a company. The 90-day review shows you’re invested in their development, which can make a big difference in their decision to stay long-term.

4: Strengthens Communication Between Everyone

The review process supports open communication between you and your new team member. This sets the stage for a strong working relationship built on trust and transparency.

5: Enhances Manager Development

Believe it or not, these reviews can help you develop your management skills. They force you to be more observant of your team’s strengths and weaknesses and help you refine your coaching and feedback techniques.

What Should All Be Comprised in a 90-day Performance Review?

A well-rounded 90-day performance review should cover a few key areas to ensure it’s valuable for you and your new team member. Here’s a breakdown:

• Goal Setting and Achievement: Review the specific goals during onboarding. See how well they’ve progressed and discuss any adjustments needed moving forward.
• Core Values Alignment: Did the employee demonstrate teamwork or integrity? Highlighting these connections reinforces your company culture.
• Job Knowledge and Skills: Assess the employee’s grasp of the key skills and knowledge required for the role. Identify areas where they excel and any areas for further development.
• Work Habits and Initiative: Evaluate the employee’s work ethic, time management skills, and willingness to take on additional responsibilities. This helps you understand their overall approach to their work.
• Teamwork and Collaboration: For team-based roles, assess how well the employee integrates with the team and contributes to a positive work environment.
• Development and Learning: Discuss any training programs or resources employees have utilized during their first 90 days. Identify additional learning opportunities to support their continued growth.
• Feedback and Recognition: Provide constructive feedback on performance and celebrate the employee’s accomplishments. This two-way approach encourages open communication and motivates them to keep growing.
• Goal Setting for the Future: Collaboratively set new goals for the next review period, building on the foundation established during the first 90 days.

Conclusion

Investing time and effort into these initial performance review templates sets the stage for long-term success. You’ll empower your team members to thrive and contribute their best work by providing clear expectations, targeted feedback, and ongoing support.

Do you feel like you might need a partner to help you execute the strategy of seamlessly implementing these 90-day reviews within your organization? We can help!

Our Strategy Execution Consultant specializes in developing and implementing performance management systems that drive results.

Frequently Asked Question

1: How can I prepare for my 90-day review using the template?

The 90-day performance review template guides a conversation about your progress and development. Here are some tips to prepare:

• Review the template
• Self-evaluate
• Gather examples
• Review goals
• Prepare questions

2: Will the 90-day performance review templates create a significant administrative burden for HR and managers?

No, the 90-day review templates is designed to be user-friendly and minimize paperwork. It provides a clear discussion structure, saving time in the long run.

3: Will the 90-day review templates take too much time away from my workload?

“Will the 90-day performance review template create a significant administrative burden for HR and managers?”-

Answer the following question in a line or two as per FAQs. Keep the language simplistic

4: How can I ensure my team’s 90-day performance review template process is fair and consistent?

To ensure a fair and consistent 90-day review process, use the template as a guide and discuss team-specific goals. Consider training on using the template effectively to achieve consistency across your team.