Post-Hire Reviews: The Key to Strengthening Onboarding & Retention

Do you have a process in place for conducting reviews with new employees?

If not, you might miss out on a crucial step in your hiring process that benefits new employees and impacts business.

What Are Post-Hire Reviews?

Post-hire reviews are formal feedback sessions between the new employee and the hiring manager at scheduled intervals within the first year. They are a platform for open dialog about how things are progressing, things they need from you as a hiring manager, technology in the business, and the onboarding process.

The Reality Check

We conducted a poll on LinkedIn and found that more than 50% of respondents said they are not conducting post-hire reviews in their organization. This result indicates a significant gap in a process that could greatly enhance the onboarding experience and outcomes.

The Benefits of Post-Hire Reviews 

• Ensuring Smooth Employee Integration: Having the opportunity to communicate with a new employee regularly provides that they are transitioning and integrating well into the new role. You hear from the employee first hand how the integration is going and if additional support is needed.
• A Healthy Feedback Loop: Regular check-ins provide a platform to discuss issues or concerns early on.  It provides positive, constructive insights that  help shape future hiring processes such as the clarity of job descriptions, the interview process, and the timeliness of communication.
• Performance and Expectations: The new employees can discuss their initial performance and whether they have the tools and resources to succeed. They can also share any discrepancies between their expectations and the reality of the role. The hiring manager can evaluate the new employee’s performance and identify skills or knowledge gaps. They can provide insights into how well the employee has met expectations and where improvements can be made.

• Continuous Improvement: During the review, the hiring manager and the new employee can engage in a constructive discussion about potential improvements. This collaborative approach can generate actionable insights and foster a culture of continuous improvement within the organization.

Steps to Implement Post-Hire Reviews

1. Define Objectives and Metrics

Establish clear objectives for the post-hire reviews and communicate them with your team. Develop key performance indicators (KPIs) to measure success. Decide on the format (in-person or virtual) and create a script for the questions and topics. Send calendar invites for these meetings in advance, scheduling them regularly after the start date.

2. Develop a Schedule 

Implement a structured schedule for post-hire reviews to ensure continuous feedback and improvement. This schedule provides regular touchpoints to address issues early and maintain open communication.

• 1 Month: Conduct a meeting to discuss the onboarding and training process, evaluate the employee's integration into the company culture, and assess their level of support during the first month.
• 60 Days: Perform a call or email check-in to offer additional resources, provide support, and invite feedback. Utilize a simple survey/poll to take the pulse of the new employee's satisfaction, engagement, and any areas where extra assistance is needed.
• 90 Days: Schedule a meeting to review the employee's performance over the first 90 days, assess whether expectations were met, and determine their progress in closing deals or meeting deadlines with minimal support. Discuss eligibility for insurance and 401(k) benefits and assist with setup.
• 180 Days: Conduct a call or email check-in to identify any potential issues and remove roadblocks. Provide ongoing support and discuss opportunities for further development.
• 1 Year: Hold a final review meeting to engage the employee, discuss their career trajectory, and address short-term and long-term goals. Consider discussions on raises or promotions.

3. Create a Structured Review Process

Determine the information to be collected during reviews and establish a method for processing it. Identify key areas to cover, the scripts for formal reviews, and the questions to ask, and include surveys or forms for additional data..

4. Involve Key Stakeholders

Initially, you should include the hiring manager and the new employee in the reviews. If issues need to escalate, have a process to include other stakeholders as necessary.

5. Collect & Act on Feedback

Be prepared to utilize the feedback you receive effectively to make necessary improvements.

Incorporating post-hire reviews into your onboarding and training process can significantly enhance the experience for new employees and hiring managers. Improvements will strengthen employee engagement and increase retention. It can enhance internal departmental communication and relationship-building. If you have not started, now is the time to implement post-hire reviews and reap the benefits.