What is the 90 days rules?

The 90 days rule, also known as the 90-day probationary period, is a common practice in the workplace where new employees are given a specific period of time to prove themselves before their employment is considered permanent. This rule is often used by employers to evaluate the performance and suitability of new hires and determine if they are a good fit for the company.

The concept of the 90 days rule originated in the United States in the early 20th century and has since been adopted by many companies around the world. It is believed that this rule was first introduced by the Ford Motor Company in the 1920s, where new employees were given 90 days to prove their worth before being offered a permanent position.

The purpose of the 90 days rule is to give both the employer and the employee a trial period to assess if the job is a good fit. During this time, the employee is expected to learn about the company, its culture, and the job responsibilities, while the employer evaluates their performance, work ethic, and overall fit within the organization.

The 90 days rule is not a legal requirement, but rather a common practice followed by many companies. It is usually mentioned in the employment contract or offer letter, outlining the terms and conditions of the probationary period. The duration of the probationary period may vary from company to company, but 90 days is the most common timeframe.

During the probationary period, the employee is expected to meet certain performance standards and goals set by the employer. This could include completing training programs, meeting sales targets, or demonstrating specific skills. The employer may also provide feedback and guidance to help the employee improve their performance.

At the end of the 90 days, the employer will conduct a performance review to evaluate the employee’s progress. If the employee meets the expectations and performs well, they may be offered a permanent position. However, if the employee fails to meet the standards or does not show improvement, their employment may be terminated.

The 90 days rule not only benefits the employer but also the employee. It gives the employee a chance to learn about the company and the job, and make an informed decision about their future with the organization. It also allows the employee to showcase their skills and work ethic, which can lead to a permanent job offer.

For the employer, the 90 days rule helps in reducing the risk of hiring the wrong candidate. It gives them enough time to assess the employee’s performance and make an informed decision about their long-term employment. It also allows the employer to invest time and resources in training and development, knowing that the employee is committed to the job.

However, there are some criticisms of the 90 days rule. Some argue that it puts unnecessary pressure on the employee and may not accurately reflect their potential in the long run. Others believe that it can be used as a way to exploit employees by not offering them job security or benefits during the probationary period.

In conclusion, the 90 days rule is a common practice in the workplace that allows both the employer and the employee to assess each other before committing to a long-term employment relationship. It provides a trial period for the employee to learn about the company and the job, while the employer evaluates their performance and suitability for the role. While it may have its drawbacks, the 90 days rule remains a widely accepted practice in the hiring process.