deskubots logo

Guide New Hires: Use 30/60/90-Day Reviews for Better Support

Guide New Hires: Use 30/60/90-Day Reviews for Better Support

Table of Content

You've hired new talent, you're eager to see them thrive, and you're committed to their success in your organization. But how can you ensure they are not just surviving but truly flourishing in their first few months?

The answer lies in a strategic 30/60/90-day review process, a tried-and-true method that provides structure, sets clear expectations, and offers ongoing support. This is more than just a series of meetings; it's an essential tool for accelerating the integration of new employees into your team and culture.

So, how exactly does this process work, and what does it look like in practice? Stay with us to explore this further.

Key Takeaways

  • 30/60/90-day reviews provide structure and support for new hires, helping them integrate into the team and company culture.
  • Clear expectations and goals should be set for new hires in the first 30 days, with regular communication and support to keep them on track.
  • Providing necessary training and resources in the initial 30 days is crucial for new hires to understand company policies, culture, and tools.
  • 30/60/90-day reviews evaluate progress, identify areas of improvement, recognize achievements, and provide guidance for long-term career growth and advancement.

Help Your New Hires Rock: 30/60/90-Day Reviews for Support

Want to ensure your new hires excel in their roles? Consider implementing a 30/60/90-day review plan, a proven strategy to set them on the path to success. This review plan is designed to support new hires during their first few months, a crucial period for their development and integration into your company.

During the first 30 days, it's all about immersion. You'll introduce them to the team, company culture, and their responsibilities. They'll also get a glimpse of your company's vision and values. This initial review helps new hires feel welcomed and supported right from the get-go.

When the 60-day mark rolls around, it's time to check in and see how they're doing. Your new hires should be mastering your products, building relationships with stakeholders, and contributing to team projects.

Finally, the 90-day review. By now, your new hires should be fully integrated with the company culture, demonstrating their performance metrics, nurturing client relationships, and even suggesting new ideas.

These 30/60/90-day reviews are crucial to help your new hires rock their roles, ensuring they feel supported and engaged, ultimately leading to improved customer satisfaction.


Now that you're familiar with how a 30/60/90-day review plan can help new hires excel, let's dive into the details, starting with an introduction to employee onboarding and the significance of such a plan.

A strong onboarding process lays the groundwork for your new hires' success in their first 90 days and beyond. It's more than just a welcome party and a desk assignment; it's about setting clear expectations, establishing goals, and providing continuous feedback and support.

Help Your New Hires Rock by implementing a well-structured 30/60/90-day plan. In the first 30 days, focus on training and goal-setting, allowing your new hires to acclimate to their new environment.

The next 30 days should be used to assess progress, provide additional guidance, and tweak the plan if necessary. By the end of the first 90 days, evaluate their growth, celebrate achievements, and plan for future development.

Why 30/60/90-day reviews are crucial for supporting new hires

Understanding the importance of 30/60/90-day reviews in the onboarding process is key to setting your new hires up for success. These reviews provide a structured approach for supporting new hires. They're not just about critiquing performance, but about setting clear expectations and goals for the first three months.

In the first 30 days, you're laying the groundwork, training them and setting initial goals. This is the time to clearly convey your expectations and provide them with the tools they need to meet them.

After 60 days, you'll want to review their progress. Have they hit their goals? Where do they need additional support? This check-in allows you to address any issues and provide further guidance, ensuring they're on the right track.

The 90-day review is all about growth and future planning. You're now looking at the bigger picture – how the new hire is fitting into the team, the company culture, and their long-term potential.

30/60/90-day reviews aren't just beneficial for the new hires, they're beneficial for you too. They can increase employee engagement and retention, leading to improved customer satisfaction.

30-Day Review: Setting the Foundation

As you begin the 'Day Review: Setting the Foundation', it's essential to establish a clear 90-day plan for your new hires, providing them with a roadmap for their initial months in the company. This framework will guide their activities, thus crucial in setting them up for success.

In the first 30 days, the plan's focus should be to familiarize your new hires with the company culture, introduce them to the team, and align them with the company's vision and values. These are the primary goals for the first month and are crucial in helping them settle into their roles.

Moving into the second month, the 60-day plan should extend to product mastery, understanding market segments, and building relationships with stakeholders. These goals help the new hires fully integrate into their roles.

Establishing clear expectations and goals

Frequently, establishing clear expectations and goals for your new hire plays a pivotal role in their journey towards integration and success within the company. As a leader, you're not just hiring to fill a seat; you're investing in the individual's growth and productivity. This is where your 30/60/90-day reviews come into play.

In the first 30 days, it's essential to set SMART objectives. Clearly define performance expectations and align individual goals with the company's broader vision. This sets the stage for your new hires to understand what's expected of them and how they can contribute to the team's success.

After 60 days, it's time to check progress. Regularly communicate with your new hires about their progress towards these goals. This not only keeps them on track but also helps them feel supported and valued.

Providing necessary training and resources

To ensure your new hires thrive, it's crucial to provide them with the necessary training and resources right from the get-go. The 30/60/90-day reviews offer a structured timeline to guide this process.

Start by setting clear objectives for the first 30 days and provide them with access to company-specific training. This will help them understand your company policies, culture, and tools. You're not just giving them a job; you're inviting them into your company's culture and community.

After 30 days, check their progress. At this 60-day review, identify their strengths and weaknesses. Provide additional resources or support as needed. This could be further training or access to task management software and tools that are crucial to their role.

Assessing initial performance and addressing any concerns

During the initial 90 days, it's crucial for you to regularly assess new hires' performance, addressing any concerns that may arise. This period is an excellent opportunity to gauge their initial performance and provide feedback.

The 30/60/90-day reviews are an effective way to monitor their progress. At the 30-day mark, you've set goals and begun training. Check their progress after 60 days and provide additional support where needed. The 90-day review should focus on their growth and future plans.

Be sure to provide constructive feedback throughout this process. If there are areas where the new hires are struggling, identify these early and provide extra training, resources, or guidance. Remember, it's not just about identifying problems but helping them overcome these challenges.

It's also essential to establish open lines of communication. Encourage new hires to voice any concerns about their performance. This will allow you to address issues promptly and ensure they feel supported.

Lastly, remember to approach any performance concerns with empathy and understanding. You're not just assessing performance; you're helping new hires adapt to their roles and flourish. By addressing concerns early, you're setting them up for long-term success.

60-Day Review: Building Momentum

As you move forward with the 30/60/90-day plan, it's crucial to build momentum, ensuring that new hires are effectively integrating into the company and achieving their set goals. This plan provides the necessary support to help new employees succeed in their roles, offering a roadmap for their first 90 days.

During the first 30 days, the focus is on onboarding and familiarization. New hires learn about the company culture, meet team members, and start to understand the company's vision and values. This foundational stage sets the pace for the following 60 days.

The 60-day review checks progress. This is the time when new hires start mastering the products or services, learning the necessary software tools, and building relationships with key stakeholders. Your support during this phase can boost their confidence and enhance their productivity.

Lastly, the 90-day review is when new hires should be fully integrated into the company culture, setting performance metrics, and establishing a network within the company. This review assesses their growth and helps plan for their future. By implementing 30/60/90-day reviews, you're not just evaluating performance, but building momentum for continued success.

Evaluating progress towards goals

Building on the momentum from the initial 60 days, it's now crucial to evaluate the progress of new hires towards their set goals. This is where the beauty of 30/60/90-day reviews comes into play. They allow you to regularly assess how well new hires are working towards meeting their SMART goals.

In this phase, you're not just looking at their output, but also how they've grown since their onboarding. You're evaluating progress, checking if they're hitting the set milestones within the defined time frames. It's important to provide constructive feedback based on their performance, this helps them know where they stand.

But remember, it's not all about pointing out areas that need improvement. It's also about recognizing and celebrating their accomplishments. If they've achieved milestones, make sure to acknowledge them. This boosts their morale and motivates them to continue doing well.

If they're facing challenges or obstacles in achieving their goals, discuss these issues. Offer support and solutions to help them overcome these hurdles. Remember, the goal of these 30/60/90-day reviews isn't just to evaluate but also to support new hires in their journey towards becoming valued members of your team.

Identifying areas of improvement and providing targeted support

Once you've evaluated a new hire's progress at the 60-day mark, it's crucial to identify specific areas that need improvement. Using the new hires guide, you can pinpoint these areas through performance feedback and assessment. This forms a key part of the learning period, where the goal isn't to criticize, but to provide constructive feedback.

Next, it's your job to offer targeted support. This doesn't mean generic advice or resources, but specific, tailored support addressing their individual development needs. Whether it's coaching, training, or mentorship, providing this help is a critical part of the action plan.

Recognizing achievements and milestones

In the journey of your new hires, it's critical to shine a spotlight on their achievements and milestones, offering recognition and celebration for their progress. The 30/60/90-day reviews provide an effective platform for this.

During the first 30 days, it's a milestone when your new hires complete company-specific training and master their role responsibilities. Recognizing these achievements boosts their confidence and motivates them to perform better.

At the 60-day mark, acknowledge their progress in handling more complex support tickets and their proficiency in using support tools. It's also important to appreciate their contribution to team projects. This recognition reaffirms their growing competence and encourages their active participation in team dynamics.

By the time they reach 90 days, they should be able to handle all types of support tickets independently, mentor other new hires, and contribute to process improvements. Celebrate these milestones and acknowledge their ability to consistently meet or exceed performance metrics and their deep understanding of your product or service.

Recognizing achievements and milestones isn't just about celebrating success. It's about fostering a supportive culture that recognizes effort, rewards progress, and encourages continuous learning and growth.

90-Day Review: Ensuring Long-Term Success

While celebrating your achievements and milestones is vital, it's also essential to lay a solid foundation for long-term success through a structured day review process. As a manager, your role in ensuring long-term success for your new hires extends beyond their initial onboarding. The 30/60/90-day review process is a significant tool in your arsenal.

In the first 30 days, your focus is on helping them acclimate to the company culture, meet their team, and understand your organization's vision and values. After 60 days, you'll want to check their progress on mastering your company's products or services and forging relationships with other stakeholders.

Once they hit the 90-day mark, it's time to integrate them fully into the company culture, set performance metrics, strengthen customer relationships, and encourage them to contribute their ideas.

Reviewing overall performance and growth

Let's dive into the process of reviewing your new hire's overall performance and growth, ensuring it aligns with your company's goals and expectations. It's critical to give your new hires the support they need to thrive, and one of the best ways to do this is through 30/60/90-day reviews.

In the initial 30 days, you're laying the groundwork. Establish clear objectives and provide the necessary training. After the first month, start reviewing their overall performance. Look at their accomplishments, areas for improvement, and how well they're mastering their responsibilities.

When you reach the 60-day mark, it's time to assess their progress. Are they adapting well to your company culture? Are they developing the skills and competencies required for their role? These are the questions you need to answer.

At the 90-day review, focus on their growth. Have they met the goals that were set? What objectives should be set for their continued success? Remember, it's about nurturing their growth and ensuring they feel supported.

This methodical approach to reviewing overall performance and growth sets your new hires up for success, while aligning with your company's vision.

Discussing career development opportunities

Building on the foundation of regular reviews, it's also crucial to discuss career development opportunities with your new hires. This conversation isn't just a one-time thing, it's an ongoing process that's best started during the initial 30/60/90-day reviews.

During the 30-day review, it's vital to discuss potential career paths within the company. This helps your new hires envision their future within the organization and align their professional goals.

After 60 days, it's time to introduce opportunities for skill development and specialized training. This shows your support and commitment to their growth, also making them feel valued and motivated.

The 90-day review is a perfect time to dive deeper into their long-term career goals. Explore advancement opportunities, ensuring that their aspirations align with the company's needs and future opportunities. Providing resources and guidance for professional growth and advancement is a key part of these reviews.

Setting new goals for the future

As you conclude your 90-day review, it's crucial to reflect on your achievements and start setting new objectives for your future within the organization. This review process is essential for all new hires as it provides support and a clear roadmap for success.

In the next phase of your journey, your focus should be on setting new goals that are specific, measurable, achievable, relevant, and time-bound (SMART). This approach ensures that your objectives are clear, manageable, and aligned with the organization's vision and long-term goals.

Don't hesitate to seek feedback from your supervisors and colleagues. Their insights can help you align your goals with the company's expectations and identify areas for growth and development.

Remember, setting new goals isn't just about identifying what you want to achieve. It's also about creating an actionable plan with clear milestones and strategies. This approach will offer you the support you need to move forward confidently and successfully.

Embrace this opportunity to shape your future within the organization. With careful planning and a proactive approach, you'll be well on your way to achieving your new goals and taking your career to the next level.


In wrapping up, it's essential to reflect on the significant milestones and accomplishments you've achieved during the 30/60/90-day plan. Your new hires haven't just been sitting idle; they've been growing, developing, and integrating into your company culture. Their progress and evolution are worth celebrating and acknowledging.

The 30/60/90-day reviews have provided a structured path for your new hires, setting clear expectations and providing support during the critical onboarding period. Remember, this isn't the end of the journey. It's merely a checkpoint in the ongoing process of growth and development.

In conclusion, the value of these reviews shouldn't be underestimated. They've given your new hires a sense of direction, purpose, and motivation. They've also allowed you to assess their progress, provide feedback, and adjust your support as needed. In the end, these reviews are about ensuring your new hires feel supported and equipped to excel in their roles.

Moving forward, keep the lines of communication open. Continual feedback, goal-setting, and support are essential for ongoing success. After all, your new hires' success is your success too.

The importance of ongoing support and feedback for new hires

Don't underestimate the power of ongoing support and feedback for your new hires, as it's a vital factor in their success and retention. When you provide continuous encouragement and constructive criticism, you're essentially helping your new hires rock their roles.

The 30/60/90-day reviews play a significant role in this process. From the first day, ongoing support helps your new hires understand expectations, receive early performance feedback, and build engagement. The 30-day review sets the stage for goal setting and initial training, laying the foundation for their growth.

The 60-day review is a check-in to assess progress, identify gaps, and provide further support. It's a critical stage where you can intervene if necessary, to steer your new hires in the right direction.


So, there you have it.

Implementing 30/60/90-day reviews isn't just a smart strategy, it's an investment in your team's success.

By setting clear goals, promoting career development, and providing continuous feedback, you're not just supporting your new hires, you're empowering them.

Remember, your commitment to their growth reflects on your leadership.

So, let's start rocking those reviews and watch your new hires, and your business, thrive.