Onboarding & Probation
90-Day Onboarding Review
A 90-day onboarding review marks the end of the formal onboarding. The new hire is no longer learning where things are: the questions now concern autonomy, results, relationships and long-term fit. It is also a two-way assessment, where the employee says whether the job and the company match what they were promised.
18 questions
When to use this template
- At the end of the third month, when onboarding is formally complete and the person is expected to work with growing independence.
- To confirm that the new hire is reaching the expected level of autonomy and to decide what comes next.
- Before the employee's first goals for the year are set, so that they build on a realistic view of the role.
Questions to ask
Results and autonomy
- 01What are you most proud of having delivered in three months?
- 02Which tasks can you now do without asking for help?
- 03Where do you still depend on others to move forward?
- 04How do you judge your progress against the goals we set at the beginning?
Role and expectations
- 05Does the role today match what you understood when you accepted it?
- 06Which part of the job would you like more of, and which less?
- 07Do you have a clear picture of how your work is judged?
Team and culture
- 08How well do you feel you fit into the team and the way we work?
- 09Which values of the company have you seen in practice, and which not?
- 10Is there a relationship at work that you would like to strengthen?
Feedback in both directions
- 11What has been the most useful feedback you received so far?
- 12What do you need more of from me as your manager?
- 13What would you tell a friend who is about to join this team?
- 14What could we have done better during your onboarding?
Looking ahead
- 15Where do you want to be in a year in this company?
- 16Which skill would you like to develop first?
- 17Which goals would you propose for the next quarter?
- 18Is there anything that would make you reconsider your place here?
Tips for a useful conversation
- Prepare concrete examples of the person's contributions so that your feedback is specific.
- Treat the meeting as a conversation between two professionals, not an exam.
- Ask about fit honestly: a mismatch spotted at three months is cheaper to fix than at twelve.
- Link the discussion to development, with a first idea of a training or a stretch task.
- Summarise the agreed goals in writing and put a date in the calendar for the next review.
Mistakes to avoid
- Using it only to tick a box for HR and not to talk about the future.
- Giving only positive feedback to avoid discomfort, and leaving real issues for later.
- Ignoring the employee's remarks on the onboarding process itself.
- Moving straight to targets without checking that the person feels settled.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.