Early Informal Review Guide

1. A scheduled, structured conversation between the new hire and their manager about their performance to date, including any areas for improvement Ideal timing for the informal review is at a point when the manager has had a chance to observe the employee and can comment fairly on their performance, but early enough so that the employee has a chance to take corrective action prior to their first formal review (typically between the first and third months on the job) The review should be generally aligned with the performance criteria the employee will be formally reviewed against, but the manager should make clear that the review will not become part of the employee’s record The conversation should focus in particular on how the employee can achieve their performance objectives, with the manager offering specific, actionable guidance on what to do to achieve goals The informal review should be positioned principally as a “check-in” along the road to the formal written review, as a tool to help the employee achieve their highest potential on the formal review Have I had enough time to observe the new hire’s performance (i.e., if I am going to comment on strengths and development areas, do I have specific examples to support them, preferably more than one in each case)? Have I solicited input on the employee’s performance from other colleagues who work with him or her on a regular basis? Have I set the new hire’s expectations about the early informal review and put them at ease by letting them know the focus will be on preparing them for their formal review? For any development areas I will be covering in the informal review, do I have specific, actionable advice on how the new hire can address these (e.g., have I researched training, mentoring, or other development options)? Am I prepared to address not just what the employee is doing but how they are doing it (i.e., whether the employee is achieving their goals using behaviors commensurate with company values)? If I have significant concerns to address with the new hire, have I alerted by HR and/or Recruiting partners to obtain their guidance? Early Informal Review Guide Providing an early informal review ensures that the new hire is on track and gives them actionable feedback on what they can do to maximize their performance What is involved? Key questions to ask yourself: