What is the purpose of a 90-day check-in?

Beyond Onboarding: The Crucial Purpose of the 90-Day Check-In

The first ninety days in a new job are a whirlwind. New hires navigate unfamiliar systems, build relationships, and grapple with the realities of their role. While regular check-ins occur throughout onboarding, the 90-day review marks a significant turning point: a shift from acclimation to performance evaluation. It’s not just another box to tick; it’s a crucial investment in both the employee and the organization’s success.

Unlike the introductory check-ins focused on administrative tasks and initial impressions, the 90-day review zeroes in on tangible performance. This often takes the form of a concise, one-page evaluation, allowing for a focused assessment of progress against established goals. This streamlined approach ensures efficiency, preventing the review from becoming an overly burdensome process.

The purpose of this focused assessment serves multiple vital functions:

• Performance Validation: The 90-day check-in provides a concrete benchmark of the new hire’s performance. It allows managers to gauge whether the individual is meeting expectations, identifying areas of strength and weakness early on. This early identification allows for timely interventions and adjustments, preventing larger issues from developing later.

• Early Issue Detection and Resolution: Problems that might seem minor in the initial weeks can snowball into significant challenges. The 90-day review offers a structured opportunity to identify and address these potential roadblocks proactively. This could involve clarifying responsibilities, providing additional training, or adjusting workflows. Addressing concerns early fosters a supportive environment and prevents frustration and potential burnout.

• Goal Refinement and Alignment: The initial goals set for a new hire might not always perfectly align with the reality of the role. The 90-day review provides a forum to revisit these goals, making adjustments based on performance and shifting organizational priorities. This ensures the employee is working towards achievable and relevant objectives.

• Strengthening the Manager-Employee Relationship: The 90-day check-in is an opportunity to build a stronger working relationship between the manager and employee. It facilitates open communication, fostering trust and mutual understanding. This open dialogue is crucial for ongoing success and ensures the employee feels supported and valued.

• Setting the Stage for Long-Term Success: The 90-day review isn’t simply an assessment; it’s a springboard for future performance. By identifying areas for improvement and solidifying expectations, it sets the foundation for continued growth and contribution within the organization.

In conclusion, the 90-day check-in transcends a simple onboarding formality. It represents a critical juncture, signaling a transition from acclimation to sustained performance. By providing a structured framework for evaluating progress, addressing concerns, and refining expectations, it significantly contributes to both employee success and the overall health of the organization. It’s an investment in the future, ensuring a strong and productive long-term relationship.