Page 3 - The Leadership Line: August 2023

Meet In-Person (If Possible): Whenever possible, opt for an in-person meeting rather than a virtual
one. Face-to-face interactions promote better communication and help build a personal connection
with your team member. A warm and approachable demeanor during the meeting will make them
feel more comfortable sharing their thoughts and concerns.

Strengthen Your Relationship: Use the review as an opportunity to strengthen your relationship
with your new team member. Show genuine interest in their well-being and growth within the
organization. Recognize their efforts and express appreciation for their contributions. A positive and
supportive approach fosters a sense of belonging and commitment to the team and MIL.

Filling Out the Review Form

How much detail should I put on the review form?

When it comes to filling out the review form for the 90-day performance evaluation, remember that the devil is
in the details! Providing ample and clear guidance is essential, especially for someone who is still relatively new
to the company and role. Keep in mind that this review is a formal HR record, and its impact extends beyond the
immediate meeting. Your team member will likely hang on to every word in the review, as it represents their first
formal assessment of their work at MIL. To ensure the process is effective and meaningful, take the time to craft a
well-written and thorough analysis of their first 90 days. Your thoughtful feedback can be a powerful motivator,
fueling their desire to excel and grow within the organization. As a supervisor, offering both formal and informal
feedback is part of your responsibility, so make sure to complete the review on time. Your commitment to delivering
constructive feedback and support will make a significant difference in your team member’s development and job
satisfaction at MIL.

Practical Use Case:
Addressing Performance Challenges in a 90-Day Review

Scenario: Preparing for the Review Meeting:

As a manager, you are conducting a 90-day performance You organize your thoughts and prepare the main points
review for one of your new hires, Alex. Over the past you want to convey during the meeting. You decide to
three months, you have noticed some areas where Alex focus on acknowledging Alex’s strengths, providing
has shown significant improvement, but there are also a constructive feedback on the identified challenges, and
few performance challenges that need to be addressed. offering support to help them overcome these issues.

Identifying Areas of Growth and Improvement Conducting the Review (Performing):
(Preparing for the Review): » During the review meeting, you start by expressing
During the review preparation, you go through your appreciation for Alex’s positive contributions to the
one-on-one meeting notes with Alex and review team, highlighting their technical proficiency and
feedback from their mentor and colleagues. You identify how it has positively impacted specific projects.
that Alex has demonstrated strong technical skills and » Next, you address the areas of improvement. You use
is quick to grasp new concepts. However, you notice a constructive and supportive tone, explaining the
that their time management and prioritization skills importance of time management and prioritization
need improvement, as they sometimes struggle to meet in their role and the impact it can have on project
deadlines. deadlines and team dynamics.
» You ask Alex for their thoughts on their own
performance and encourage open dialogue. You want
to ensure that they feel comfortable discussing their
challenges and seeking help where needed.