Case studies

30/60/90 Probation Toolkit

Most early attrition is predictable — role mismatches and unmet expectations that go unaddressed until it's too late. The toolkit gives managers a structured way to catch these signals at 30, 60, and 90 days.

Problem

Early turnover (months 2–4) driven by undetected role mismatches and unmet expectations that neither managers nor HR were catching in time.

Solution

A manager toolkit with stage-by-stage checklists, 1:1 meeting templates, progress criteria, and a red flag guide — covering the full 90-day probation cycle.

Toolkit home page in Notion — the D1 to D90 timeline with a traffic-light status per stage

How it works

1

Day 30 — Foundation

Role clarity checklist, must-complete tasks, and first 1:1 template with manager.

2

Day 60 — Alignment

Progress review against initial goals, performance signals, early red flag check.

3

Day 90 — Decision

Final probation evaluation, fit decision framework, development plan for those continuing.

4

Red Flag Guide

Criteria for identifying role mismatch, motivation issues, or onboarding failures before they escalate.

Manager flow — what the manager runs at each check-in through the probation period

3

structured check-in milestones

4

toolkit artifacts per stage

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target: reduce early turnover

HR flow — the HR touchpoints with the employee and the manager across the same 90 days
Ground rules for the probation conversation — how to run it and what not to do
Template library — checklists and 1:1 templates for each stage of probation