How to Run a 90 Day Review for a New Hire
A 90 day review is a sit-down meeting between an owner or manager and a new hire at the end of their introductory period. It is used to evaluate core skills, hear how the job feels to the worker, and decide whether to keep them on the schedule permanently. Done well, it prevents bad hiring surprises and helps you retain good people.
Why the 90 day mark matters on the floor
By day ninety, the honeymoon period is over. You know if a line cook shows up on time, if a barista stays cool during the morning rush, or if a retail associate disappears into the stockroom to check their phone. They also know your store, your customers, and your quirks.
Skipping this meeting is a common mistake. Owners get busy fixing broken coolers or covering call-outs, so three months turn into six months without a single clear conversation. Boushey and Glynn (2012) found that replacing an employee earning under $30,000 costs about 16% of their annual salary. Sitting down for twenty minutes can keep you from losing someone solid or let you cut ties before a bad hire damages your whole shift.
What to prepare before you sit down
Do not walk into a 90 day review cold. Spend ten minutes pulling real facts from the last twelve weeks so the conversation stays grounded in daily work:
- Attendance records: How many tardies, absences, or shift swaps did they have?
- Core task mastery: Can they open or close alone without leaving messes for the morning shift?
- Speed and quality: Are tickets flying out correctly, or are registers coming up short?
- Team input: How do other team members react when scheduled with them?
If you see warning signs, check your notes from early training. A quick review of your new employee training notes helps you tell the difference between someone who was never taught properly and someone who simply does not care.
Questions to ask your employee
A good review is not a lecture. It is a dialogue. Ask open questions and then stay quiet so they can answer honestly. Here are six practical questions that cut through polite answers:
- What part of your shift feels easiest now, and what part still feels stressful?
- Have you run into any training gaps where you felt unsure of what to do next?
- How do you feel about the tools and equipment we give you to do your job?
- Is your schedule working for your life outside of here?
- Which coworkers have helped you learn the ropes the most?
- What is one thing we could change around here to make shifts run smoother?
Gallup and Workhuman (2022) found that employees who do not feel recognized are about 3 times as likely to be looking for another job. Asking them what they think shows you value their perspective, not just their hands.
How to deliver clear, honest feedback
Be direct about what they do well and what needs to change. Vague praise like "you are doing great" does not help them grow, and vague criticism like "be more proactive" only creates resentment.
Anchor your feedback to specific tasks. If their station is dirty at closing, tell them exactly what was missed. If they handle angry customers with patience, tell them you noticed that specific table on Friday night.
"You have picked up the register system faster than most, and customers clearly like your attitude at checkout. The main issue we need to fix is punctuality. Over the last month, you were ten minutes late for four opening shifts. When the opener is late, the prep line falls behind for lunch. Starting next week, I need you on the floor and ready right at 7:00 AM. Can we agree on that?"
If you need to lay out next steps formally, our guide on giving feedback to employees covers how to document expectations without starting an argument.
Deciding what happens next
At the close of the meeting, both of you need to know where things stand. Usually, this falls into one of three buckets:
- Full pass: The employee fits the team, hits standards, and moves into regular status. If you offer a ninety-day wage bump, apply it now.
- Extended probation with clear goals: They have a great attitude but struggle with a technical skill like latte art or inventory counts. Set a clear thirty-day goal to re-evaluate.
- Parting ways: If attendance is terrible or they clash with the entire crew, it is time to cut ties. For rules on final paychecks and separation notices, check your state labor department or an employment attorney, as state rules vary widely.
Using continuous feedback instead of waiting ninety days
If you run a business with five or more people, Wevree offers an easy way to see how new hires perform before day ninety. Every week, coworkers rate each other from 1 to 10 on traits you select, like teamwork or reliability, inside a private step called Anonymous. Ratings only show as an average once at least 4 coworkers have submitted scores, and scores feed into a permanent work record called WeResume that belongs to the worker. It gives owners a steady pulse on real shift teamwork so reviews are never based on guesswork.
Resume vs. interview vs. references vs. WeResume
| Source | Who writes it | What it really shows |
|---|---|---|
| Resume | The applicant | How they describe themselves |
| Interview | The applicant, on their best behavior | About 30 minutes of trying to impress |
| References | People the applicant picked | Usually friends who will say good things |
| WeResume | Real coworkers, anonymously | How the person actually did the job, week after week |
Because ratings are anonymous, nobody can pressure a coworker or get back at them, and the record reflects real shifts, not self-description. That makes it about as close to the truth about a worker as an owner can get. Today WeResume is seen by the worker inside Wevree; sharing it with outside employers is not available yet.
About Wevree: an app where coworkers rate each other anonymously every week, so owners can see who carries the team. Facts, research and limits
Common questions
Should a 90 day review include a raise?
It depends on what you promised when hiring. Many small businesses offer an introductory wage with a small bump at ninety days if performance targets are met. If you did not promise an increase, use the meeting to review performance and explain what milestones lead to future raises.
How long should a 90 day review take?
Plan for fifteen to thirty minutes. You do not need an hour-long corporate evaluation. A focused conversation away from the counter or kitchen line is plenty of time to cover strengths, fixes, and scheduling.
What if an employee is doing terribly before the 90 days are up?
Do not wait for day ninety to address major problems. If an employee steals, no-shows, or creates safety hazards, address it immediately. You do not have to keep an unfit worker on the schedule just to reach an arbitrary ninety-day mark.
Do I need a written form for a 90 day review?
A simple one-page sheet is best. Jot down three strengths, two areas for improvement, and agreed goals, then have both of you sign and date it. Keeping this in the employee file protects you if performance dips later.
Related guides
- A simple first-two-weeks training plan for retail and restaurant hires
- How to hire and keep good seasonal employees
- An Onboarding Checklist for Small Kitchens, Counters, and Shops
- A simple job description template for shift work
Related owner questions
- I treat my employees well, so why doesn't it help?
- I treat my employees well and they still quit. Why?
- When employees fight, how do I know who's right?
- My employees keep quitting. What can I do about turnover?
Sources
- Boushey and Glynn (2012), Center for American Progress
- Gallup and Workhuman (2022), Recognition as a Business Imperative
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