A fair probation review compares real work with expectations that were clear from day one. Write down what success looks like at 30, 60 and 90 days. Collect examples of delivered work as you go. At the review, go through the work together, decide pass, extend or end, and explain why with examples.
Why probation reviews go wrong
- Expectations were never written down.
- The manager judges on memory and first impressions.
- Feedback comes all at once, at the end.
- The new hire is surprised.
Every one of these is fixable before the review.
Day one: write down what success looks like
By day 30: [handles X on their own, delivered Y]By day 60: [owns Z, first-time-right on routine work]By day 90: [leads one small project, works without daily check-ins]
Share it. Agree it. Put it where both of you can see it.
Weeks 1–12: collect the work
Keep a simple list of real deliverables with a note:
- What it was.
- Did it meet the brief first time?
- What feedback was given, and did they use it?
This takes a minute a week and turns the review from opinion into evidence.
Check in every two weeks
Short and specific: "The report on the 12th was right first time. The proposal needed two rounds, mostly the pricing section." No surprises at day 90.
The review itself
- Go through the 30/60/90 goals. Met, partly met, not met, with examples.
- Look at the trend. Is first-time-right improving? Do they use feedback?
- Ask for their view. What went well? What was hard?
- Decide.
| Decision | When |
|---|---|
| Pass | Most goals met, clear trend upward |
| Extend | Real progress, one or two gaps with a clear plan |
| End | Goals not met despite clear expectations and support |
- Write it down, with examples.
Be fair to the new hire
Ask yourself: did they get clear briefs? Timely feedback? The tools and access they needed? If not, that is part of the result too.
Write it up
The performance review generator turns your notes on their work into a clear, fair write-up.
Evidence already collected
M-Tracker keeps each new hire's tasks, briefs, reviews, and which work was accepted and which was sent back. At day 90, the examples are already there. No screenshots and no activity tracking.
Where M-Tracker fits
M-Tracker gives every task a clear brief and every finished piece of work a first review, in plain words, before it reaches the manager. No screenshots, no scores.
Try M-Tracker free14-day trial. No credit card. No employee surveillance.
Questions people ask
How long should probation be?
Often 90 days. Some roles use 6 months. Follow your company policy and local law.
What if I need to end it?
Talk to HR first. Use the examples. Be kind and clear.
Work you can trust, without redoing it.
Your team gets feedback before work reaches you, or your client.
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