The First 30/60/90 Days: What They Reveal About a New Hire and How They Can Predict Long-Term Success

Written by: Stephanie Burford, PHR, M.S., HR Manager at Advisor HR

When a company welcomes a new employee, the first 90 days are critical – not just for the employer, but also the employee. This period if often known as the “probationary period.” During this time, it allows the employer to evaluate the individual’s job performance and long-term success at the company. At the same time, the employee is also assessing fit and seeing if their new role aligns with their career aspirations. This time offers a chance to assess mutual fit and make adjustments as needed.

It's a common misconception that employers think because they are considered employment at will (49 out of the 50 states), they can terminate an employee at any time for any reason, or no reason at all. While that may be true by definition, it’s important to keep in mind that employment at will has exceptions and will not hold up if an employer is held liable for a wrongful termination – even if the employee is within their probationary period.

The first 30 days in a 90-day probationary period is all about setting the foundation. Employers should be aware of the employee’s engagement, proactive communication, and cultural alignment of company values. During this time, employees should start learning the role, adapting to the company’s culture, and exhibiting professionalism. How is their attendance? What is their work ethic like? A new hires early behavior sets the tone for what to expect long term.

Day 31-60 is primarily focused on delivering value. Employers should be aware of how quickly the new hire is learning and willing to improve, their contributions so far, and ability to own projects and tasks willing to take on responsibility. How does the new hire approach challenges? Are they able to work with a team? Have they started to pick up an understanding of their role and apply their knowledge? Employers should assess the employee’s ability to start contributing meaningfully.

Day 61-90 is where the employer should focus on the new hires long term fit. During this time, patterns of behavior, professionalism, and punctuality become clear. Being aware of the new hires’ ability to follow through, listen, stay motivated, and own tasks and projects assigned to them are strong indicators of long-term success. Is the employee consistent when it comes to meeting deadlines and upholding professional standards? Are they showing signs of engagement and motivation by taking action when provided with feedback? Are they bringing positive energy that encourages new ideas and perspectives?

Overall, the first 90 days are crucial to an employee’s long-term success. They reveal early habits, cultural fit, and overall adaptability. This time gives employers an opportunity to assess potential and long-term success within the organization. For employees, this period gives them an opportunity to put their best foot forward and make a strong impression and prove their capabilities.

During this time, employers should set aside dedicated time every 30, 60, and 90 days and provide the employee with formal feedback. This feedback should consist of areas they are excelling in and areas of opportunity or concern. This feedback provides transparency to the employees on how well they are performing and gives them an opportunity to make changes. Additionally, on the employer’s end, it can mitigate the risk of wrongful termination if the employer decides to end their employment relationship. 

Do you need help or guidance documenting 30/60/90-day performance reviews? The Advisor HR platform offers both a basic and comprehensive performance management system. This system provides a framework that outlines expectations with a rating system and comments built in. If you are interested in learning more about either the basic, comprehensive, or both performance management systems, reach out today! We are here to help.