The 90-day review is your last chance to evaluate a new hire before they transition from probationary employee to regular staff. Get it right and you've just added a valuable team member for years to come. While you can part ways if issues develop down the road, you signal a commitment (whether spoken or unspoken) to retaining the person after this point.
Why 90 Days Is the Standard
Ninety days isn't arbitrary. It's the sufficient time period needed to see how someone performs across different conditions: busy days and slow days, different shifts, various coworkers, and unexpected situations. According to the Bureau of Labor Statistics, proper evaluation during probationary periods helps reduce the costly cycle of rehiring.
It's also the standard probationary period where you can terminate employment more easily and with less legal risk than after someone is fully established. Some states and companies use different timeframes, but 90 days has become the industry standard for good reason.
What Makes 90 Days Different
This is formal
Your 30 and 60-day reviews were checkpoints. The 90-day review is an official performance evaluation that goes in their permanent file. Treat it accordingly. According to SHRM, 71% of companies still conduct annual performance reviews, but the 90-day evaluation remains critical for new hire assessment.
The decision is binary
You're either keeping them or letting them go. "Let's see how the next few months go" isn't an option. Make the call.
It sets the foundation
How you handle this review establishes your relationship with this employee for their entire tenure. Do it poorly and you're starting off wrong. Do it well and you're setting up years of success.
What to Evaluate at 90 Days
Mastery of Essential Functions
By day 90, employees should independently handle all core responsibilities of their position without supervision. Your server should manage a full section. Your cashier should open and close the register. Your warehouse worker should receive and process inventory.
If they still need constant oversight on basic tasks, they haven't made it.
Quality and Speed
Competency isn't enough. They need to work at a productive pace while maintaining quality. A barista who makes perfect drinks but can only serve five customers per hour isn't going to work during morning rush.
Look at:
- Speed relative to other employees in the same role
- Error rates compared to your acceptable standards
- Ability to maintain quality under pressure
- Customer feedback and satisfaction
Reliability and Dependability
Review the full 90-day attendance record:
- Total absences and tardiness
- Pattern of callouts
- Last-minute cancellations vs. planned time off
- Adherence to schedule
Two legitimate sick days are fine. Seven absences with questionable excuses over 90 days is a dealbreaker. They're showing you who they are.
Cultural Alignment
Skills can be taught. Values can't. After 90 days, you know if this person fits your culture.
Assess:
- Respect for coworkers and customers
- Alignment with company values
- Response to feedback and coaching
- Contribution to team morale (positive or negative)
- Adherence to policies without reminders
If they clash with your culture now, it gets worse over time, not better.
Growth Trajectory
Compare their performance across the three review periods:
- Week 2 vs. Week 4 vs. Week 12
- Response to feedback from 30 and 60-day reviews
- Skill progression and learning speed
- Confidence and independence growth
Good employees show steady improvement. Problem employees plateau early or decline.
How to Conduct a 90-Day Review
Schedule formally
Give at least a week's notice. This isn't a casual chat; it's an official evaluation. Schedule 30-45 minutes in a private location.
Prepare documentation
Gather:
- Attendance records
- Performance metrics (sales, errors, customer feedback)
- Notes from 30- and 60-day reviews
- Any incidents or achievements
- Input from other managers or supervisors
Structure the conversation
Opening (5 minutes): "We're here for your 90-day review. We'll discuss your performance, what you've accomplished, areas for growth, and whether we're moving forward together."
Strengths discussion (10 minutes): Start with what they do well. Be specific with examples:
- "Your customer service scores are consistently in the top 20% of the team"
- "You've had perfect attendance"
- "You proactively trained two new employees last month"
Areas for improvement (10 minutes): Address weaknesses directly but constructively:
- "Your closing procedures still need work. You've left the register uncounted three times."
- "Your speed on food prep is below our standard. You're averaging 12 tickets per hour vs. the team average of 18."
Goals for next 90 days (10 minutes): If continuing employment, set specific objectives:
- "Achieve 95% order accuracy"
- "Complete advanced training certification"
- "Reduce transaction time by 20%"
The decision (5 minutes): "Based on your performance over these 90 days, [we're offering you continued employment / we're ending your employment as of today]."
Don't bury the lead. State the decision clearly.
Document everything
Both you and the employee should sign the review. Give them a copy. Keep one in their file. This documentation matters if there are future issues.
The Three Possible Outcomes
Outcome 1: Successful completion - full employment
They've met or exceeded expectations. Welcome them as a permanent team member.
Say it directly: "You've successfully completed your probationary period. We're happy to have you on the team permanently."
Set new goals. Discuss growth opportunities. If you have a raise or benefits that kick in at 90 days, confirm the details.
Outcome 2: Extension of probationary period
Use this option rarely and only if:
- There's clear improvement trajectory but they're not quite there
- External factors (illness, family emergency) legitimately impacted performance
- You need specific evidence before making a final decision
- You agree to move them to a different role that might suit them better
Be explicit about expectations: "We're extending your probationary period for 30 days. During this time, you must [specific requirements]. If you don't meet these standards, we'll separate at the end of the extension."
Outcome 3: Termination
They didn't make it. Handle it professionally:
"Based on your performance over the past 90 days, we've decided to end your employment. Today is your last day. [Explain final paycheck process and return of company property]."
Don't apologize excessively or over-explain. You gave them 90 days, multiple reviews, and clear expectations. They didn't meet them.
Common 90-Day Review Mistakes
Mistake 1: Surprising them with termination
If the 90-day review is the first time an employee hears they're not meeting expectations, you failed as a manager. Problems should be addressed at 30 and 60 days.
Mistake 2: Keeping them out of desperation
"We're short-staffed, so I guess we'll keep them even though they're not great." This always backfires. Mediocre employees don't improve; they just stay mediocre longer.
Mistake 3: Avoiding the conversation
Some managers just...don't do 90-day reviews. They assume the employee is now permanent by default. This is lazy management and creates confusion about expectations.
Mistake 4: Being too nice
"You're doing pretty good, just keep working on things." What things? How much improvement? This vagueness helps no one.
Mistake 5: Making it one-sided
This is a conversation, not a lecture. Ask questions. Get their perspective. Listen to concerns.
Questions to Ask at 90 Days
Reflection questions:
- "How would you describe your first 90 days here?"
- "What's been easier or harder than you expected?"
- "Where do you feel you've grown the most?"
Self-assessment:
- "How would you rate your own performance over these 90 days?"
- "What are you most proud of accomplishing?"
- "What do you wish you'd done differently?"
Forward-looking:
- "What are your goals for the next year?"
- "What additional training or skills do you want to develop?"
- "What would make you more effective in this role?"
Culture fit:
- "How well does this job match what you expected?"
- "How do you feel about the team and culture here?"
- "Can you see yourself here long-term?"
Pay attention to their answers. Enthusiasm and specific responses indicate engagement. Vague or negative responses suggest they're already looking elsewhere.
When to Terminate at 90 Days
End employment if:
- They consistently fail to meet basic job requirements
- Chronic attendance issues (5+ unexcused absences or tardies)
- Policy violations despite warnings
- Negative impact on team morale
- Poor customer interactions
- Dishonesty or integrity issues
- No improvement from 30 and 60-day feedback
Don't let guilt, short-staffing, or fear of confrontation convince you to keep a failing employee. You're choosing between the bad employee you know and the good employee you haven't hired yet.
When to Keep Them (With Conditions)
Consider probation extension if:
- Overall positive trajectory with one specific fixable issue
- Legitimate extenuating circumstances affected performance
- They've shown significant improvement in the last 30 days
- They're almost there but need one more month
- You agree to try placing them in a different role
Set a hard deadline: "We're extending 30 days. On [specific date] we'll have a final review. You must meet these specific standards or we'll separate."
Don't extend more than once. That's just delayed termination.
What Success Looks Like at 90 Days
A successful 90-day employee:
- Performs all job duties independently and efficiently
- Maintains consistent quality across various conditions
- Has reliable attendance with minimal unscheduled absences
- Receives positive feedback from customers and coworkers
- Follows policies and procedures without reminders
- Handles problems independently when appropriate
- Shows alignment with company values and culture
- Demonstrates continued learning and growth
- Contributes positively to team dynamics
After the 90-Day Review
For remaining employees:
- Schedule regular check-ins (monthly or quarterly)
- Assign them a more advanced responsibility
- Consider them for training new hires
- Set 6-month and 1-year goals
- Confirm when benefits fully vest
- Add them to team communication channels they may have been excluded from during probation
For terminated employees:
- Collect company property immediately
- Explain final paycheck timing and process
- Confirm their last day
- Keep it professional and brief
- Don't engage in arguments about the decision
Document the outcome:
File a copy of the review, the employee's signature, and any additional notes. If you kept them, this establishes their baseline for future reviews. If you terminated, this documentation protects you legally.
The Bigger Picture
The 90-day review isn't just about one employee. It's about maintaining standards for your entire team. Your good employees watch how you handle mediocre performers. If you keep people who don't pull their weight, your A-players lose respect for your management and start looking elsewhere.
Organizations with structured onboarding programs see 50% higher retention rates. Every bad employee you keep is a statement that you tolerate mediocrity. Every good employee you recognize through effective employee recognition is a statement that excellence matters.
The 90-day review is where you make that statement clearly.
The Bottom Line
Ninety days is enough time to know if someone can do the job. Either they've proven they can or they haven't. Don't overthink it. Don't make excuses. Look at the evidence and make the call.
Good managers make these decisions based on performance data, not feelings or desperation. Be the good manager.
If they've earned it, welcome them to the team permanently. If they haven't, wish them well and start recruiting their replacement. The only wrong decision is no decision at all.
