How are you/your team progressing towards established goals?Ĭollecting data over time will help improve the 90-day probation period for new hires and ensure you retain the right people.What has gone well/not so well for you?.What has challenged you over the last 90 days?.What has energized you in your role over the last 90 days?.Here are some 90-day review questions you can ask: Many goals and objectives are wrapped into 3-month segments like development sprints because that's how business is evolving. What employees are expected to do in 90 days now looks very different from what was expected ten years ago. For this reason, the 90-day period can be a good time to reflect on achievements. I understand how my role contributes to the organizational goals of įor managers of new hires, 90 days is equal to a sales quarter.I have a good idea about what I still need to learn to do my job well.Here are some 90-day onboarding survey questions you can ask: One survey is sent during the employee's first week, and another in their fifth week. One way to check in with employees during the 90-day probation period for new hires is with a two-phased onboarding survey. Onboarding survey questions for the 90-day probation periodĪs Stacey Nordwall, Culture Amp's Senior People Operations Manager, says: 'Creating a good onboarding experience is no longer a nice-to-have. If they would recommend your company to their peers.What was done well, and what could be done differently.If the company is meeting the employee's expectations.Your new hire check-in questions should help you understand: The employee is still new enough to have timely feedback, but they're also integrated enough to know if the practices were effective in getting them up to speed and if they have what they need to be successful. Using a 90-day onboarding survey can provide you with feedback from new employees about which onboarding practices are working, the recruiting process, and any new hire enablement programs. However, the 90-day marker is a perfect time to gather feedback from your new employees.

Usually, this is because people are busy or there's no process in place. Often the 90-day probation period for new hires comes and goes without a word. During probation, the employee is hired, but if for any reason within the next 90 days it doesn't work out, then they're out.

Generally, an at-will contract (and some standard contracts) includes a 90-day probation period for new hires. This means that, at any time, the employer or the employee can decide it's not working out and end the relationship. In the San Francisco Bay Area, most employees are on an 'at-will' contract.

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