Set Up a Post-Hire Review Cadence

A structured review schedule helps ensure new employees receive consistent feedback and support after onboarding. Regular check-ins allow managers to measure progress, identify development opportunities, and establish goals during the employee's first year.

If your organization uses Trakstar Perform, you can create these reviews in the Performance Management module to automate scheduling and maintain consistency across your organization.

Recommended Review Schedule

After the employee's first week, schedule progress reviews at the following milestones:

• 30 days
• 90 days
• 6 months
• 1 year

Using a standard review cadence helps ensure every new hire receives regular coaching and performance discussions during their transition into the organization.

What to Cover During Each Review

Each review provides an opportunity to evaluate the employee's progress and plan for continued success.

Consider discussing:

• How the employee is progressing in their role.
• Any gaps, challenges, or development opportunities.
• Goals and priorities for the next review period.

These conversations help managers provide timely coaching while giving employees clear expectations and direction.

Use Trakstar Perform to Manage Reviews

If your organization has Trakstar Perform, consider creating these reviews in the Performance Management module.

Managing reviews within the platform helps you:

• Schedule reviews consistently.
• Hold managers accountable for completing check-ins.
• Create standardized review questions.
• Define goals for each review period.
• Allow employees to complete self-assessments before manager evaluations.
• Record manager feedback and performance scores over time.

Note: The Performance Management module is available with Trakstar Perform. Contact Trakstar if you're interested in adding this functionality to your subscription.

Benefits of a Consistent Review Cadence

Establishing a regular review schedule helps your organization:

• Support employee development during the first year.
• Identify performance concerns early.
• Reinforce expectations and priorities.
• Create opportunities for ongoing coaching.
• Maintain consistency across managers and teams.

Best Practices

• Schedule post-hire reviews as soon as a new employee joins the organization.
• Use the same review cadence for all new hires to create a consistent onboarding experience.
• Focus each review on progress, development opportunities, and goals for the next period.
• Encourage employees to complete self-assessments before manager reviews when using Trakstar Perform.
• Document review outcomes to support future coaching and performance discussions.