90 Day Review Template

black people doing a performance review

90 Day Employee Review

Whether it's a 90 or 60 day review employers should try and capture a couple key pieces of feedback from employees. In addition, if a raise is not being offered at the time of the review, don't do the review!

As an employee, you are more excited about the pay increase, not the goals or the long, potentially awkward conversation. Here are the main things employers should include in their 90 day employee review form.

  • Employee defined goals - Leave a spot for employees to list what their goals are. The goals can be educational (i.e. a tech certification) or a new position in the company. Either way, try not to influence the employee's response too much by insinuating the goals must be within the scope of their current role.
  • Concrete dates for goals - Without a set date of completion, goals are just pipe dreams. In addition to dates being set, the goal itself should be decomposed into smaller tasks, with each milestone also being assigned a date of completion.
  • The salary increase - Trust me, no matter what HR consultants or the employees themselves tell you, this is the main reason they want the review. Be as transparent as possible here as trust is a very fragile thing and it's nearly impossible to rebuild once broken.
  • Areas that need improvement - Be respectful when offering criticism on an employee's performance, an employer is looking for more from an employee in a certain area, they just need to ask! But if what the employer asking for falls outside of the employee's scope of duties, commensurate payment should follow.

To help get you started, I've included a free review template below available in both PDF and Word. If you looking for some ideas on questions you should ask, keep scrolling as I have listed some thought-provoking sample questions below.

Sample 90 Day Employee Review Questions

  • What are some obstacles that you have had to overcome during the past 90 days and how did you overcome them?
  • What processes or technologies with respect to your role at the company can be improved upon to increase productivity and your overall satisfaction in the role?
  • Could you see yourself remaining in this role for the next five years? If no, please indicate what roles interest you.
  • If you had the ability to change one thing about the company, what would it be?
  • Name a time or two in which you feel you have exceeded customer/colleague/client expectations during the past 90 days.
  • Have you been given an unreasonable deadline during the past 90 days? If yes, please explain why it was unreasonable ‐ No need to include names, or what the task was.
  • What time of day would you say is your most productive? Why? ‐ No need to overshare or get personal.
  • What was your toughest day at the company during the past 90 days?
  • Do you have a skill that is being underutilized at the company? If so, what is it and how can it benefit the company?
  • Do you have the technologies and resources available to you to successfully complete the tasks that are assigned to you in your current role?
  • Would you benefit from more one-on-one meetings with a department supervisor/manager/director?
  • Do the number of meetings you have to hinder your ability to complete other tasks?

These examples should help get your creative juices flowing and allow you to craft a great question set for your next employee performance review.

Matt Irving is the CEO of Super Easy Tech, LLC.
Matt is the CEO of Super Easy Tech and creator of Super Easy CRM. He is a passionate software engineer, tech blogger, and gamer. Feel free to connect on any of the platforms listed below.

Posted by: Matt Irving on 2/07/2022