
Keke Kaikhosroshvili
Keke is Zavvy's expert in learning experience. On our blog, she shares experience and insights based on her studies in learning design and experiences made with our customers.
You've sifted through hundreds of resumes, interviewed dozens of candidates, and finally found the person you're looking for.
What now?
Knowing if you made a successful hire is something you can only tell a few months into their employment. That is where evaluating new-hire performance comes in.
Evaluating employees doesn't just tell you if you've made the right call. It reveals what new hires do best and what they need help with. In the long run, this gives your company a highly-skilled employee who gives you a much higher ROI than when they started.
In this article, you'll learn:
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There are a few key things that you will want to measure in a new-hire evaluation.
You'll want to:
These tell you whether your new hire is performing at par.
Tip #1: Company culture is also essential. Don't underestimate the importance of matching your organization's value to your new hire's priorities in your review.
Focusing on cultural fit is especially important in fields like customer service.
How else will your new hire represent you or resolve disputes on your behalf?
Tip #2: Your 90-day review should answer some strategic questions:
For new hires, performance reviews can be especially beneficial as they help to set expectations and identify training needs.
Tip #3: Frequent performance conversations can help employees continuously develop their skills and knowledge by promoting a culture of learning and growth.
It is crucial to have a repeatable system to monitor employee job performance. Here are a few tools that can help with that.
Performance reviews help identify areas where the employee may need more training and those where they excel. Plus, they establish expectations for future performance.
By setting clear goals and sharing feedback, a performance review for your new hire can help them understand what you expect from them and how they can improve.
For some employees, self-evaluations are a dreaded task. In contrast, others find self-evaluation a helpful way to reflect on the past year and set goals for the future.
Regardless, there are some clear benefits to taking the time to complete one.
Self-evaluations force your employees to step back and examine their accomplishments and challenges from starting employment.
Tip #1: Self-reflection can be a helpful exercise in identifying areas where they need improvement and setting goals for the future.
Tip #2: You can also view this exercise as a way to improve communication skills. Employees have to learn to articulate their thoughts and experiences effectively.
🚨 Are you in need of a self-evaluation template for your employees? We have you covered.
A 360 review is a type of performance review that solicits input from the employee's colleagues, subordinates, and superiors.
Multiple insights offer a well-rounded view of your new hire's strengths and weaknesses.
Tip #1: In most cases, a new hire's peers will better understand their peer's learning curve and work ethics than a manager.
For example, are they trying to find solutions to their issues, or do they go straight to their peers to ask for minor things?
If a peer asks for follow-ups, do they provide timely information? Or do they need additional reminders?
Tip #2: Managers also need performance evaluations. 360 reviews offer an excellent framework for managers to learn from their new hires. They can learn to cater better to different employee needs and communication styles.
There is no one-size-fits-all answer to this question.
The timing of your performance review will depend on several factors, including the company's policy, the employee's job duties, and your managerial style.
Some companies may have a formal policy that dictates when performance reviews should be conducted, e.g., 60 days after the start date.
We recommend doing 30, 60, and 90-day performance check-ins to spot problems early on and systemically monitor progress.
Tip: This approach will integrate seamlessly with the 30-60-90 onboarding framework.
💡 Learn how to create an effective 30-60-90 day plan to boost new employee productivity.
The 30-day review allows you to assess whether your employee:
Tip: Use the 30-day performance review to provide feedback on any areas the employee may need to improve or clarify questions.
At this point, the employee will have had more time to settle into their role and become familiar with your company's processes and procedures. During the 60-day review, focus on:
By the 90-day mark, the employee should understand their role and be well into their work.
The 90-day review is a perfect opportunity to look at:
➡️ Learn how to give your new hires the right start with new employee feedback.
It is typical that day 90 marks the end of the probation period. This means that your company needs to decide whether or not the employee was a successful hire and if they have the potential to grow and successfully contribute to their team and overall organization.
It is vital to evaluate new hires based on clear and objective goals. Without them, your review may be biased or inaccurate.
To set clear goals:
Tip: Obviously, you must set goals at the beginning of the onboarding phase. So if your onboarding does not have a goal-setting element, it's time to return to the drawing board.
Documentation is key to ensuring the review is productive and efficient. Your new hires need to know:
Tip: Documenting your review process will ensure everyone is on the same page and help hold everyone accountable for their role. It can also serve as a reference for future reviews, especially if the new hire is in a probationary period.
Performance reviews should not be a one-way street. Instead, you should encourage your new recruits to give feedback.
So, make the performance review a two-way conversation.
Being open to hearing the employee's perspective allows you to gain valuable insights into their work, motivations, goals, and areas they would like to improve.
On the other hand, employees can use the review as an opportunity to share their ideas for improving their workplace.
Tip #1: When both parties come to the table with an open mind, a performance review can be a precious tool for developing a solid manager-employee relationship.
Here are some examples of questions that can help start the conversation.
Questions to determine if anything impeded total productivity:
Questions about role clarity and expectations:
Tip #2: You can include these questions in an onboarding survey.
Tip #3: Send the survey before the 90-day review, and discuss the results during the meeting.
➡️ For more questions, you can check our complimentary resource with 39 best questions for your onboarding survey and best practices.
A constructive approach means looking for ways to help employees improve and grow rather than just finding fault.
Tip: Your objective should be to motivate and engage your new hires.
Building trust and respect between you and the employee is also essential. Show that you're willing to work with them to help them improve and that you value their contribution.
➡️ Discover more tips and best practices on making the constructive approach work for you and your new hire.
Finally, make sure to follow up after the review.
Consider what resources the new hire needs to be successful and provide them.
Tip #1: Set new goals and have an action plan to guide them.
Tip #2: The action plan can take the form of a growth plan.
Tip #3: Regular feedback and follow-up are essential to keeping new hires on track.
While you're setting up evaluations to gauge how you feel about your new hire, they're looking around your workplace and making their own impressions.
Your onboarding program is the difference between a stellar impression and a disappointing one.
With our onboarding software, you can create an exceptional onboarding experience that is:
Get a free demo now!
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You've sifted through hundreds of resumes, interviewed dozens of candidates, and finally found the person you're looking for.
What now?
Knowing if you made a successful hire is something you can only tell a few months into their employment. That is where evaluating new-hire performance comes in.
Evaluating employees doesn't just tell you if you've made the right call. It reveals what new hires do best and what they need help with. In the long run, this gives your company a highly-skilled employee who gives you a much higher ROI than when they started.
In this article, you'll learn: