Executive Probation Review Template: The Six-Month Checkpoint

As Global Head of Research & Leadership Advisory at JRG Partners, I give clients this template constantly, so here is the practitioner’s version, ready to adapt. A six-month probation review is the point at which you formally assess whether a new executive is working out, early enough to act while problems are still fixable. This template structures a fair, useful review that helps rather than merely judges.
This is the practitioner’s version: the actual tool, structured for real use, with notes on why each element matters and how to apply it. It is written to be adapted and used, not merely read.

What This Tool Is For

This template structures a six-month probation review for a new executive, assessing their integration and trajectory fairly and early enough to act while any problems are still fixable. It applies the same principles as a fair early evaluation, assessing integration and trajectory rather than premature results, and pairs honest assessment with support, so the review helps the executive succeed rather than merely judging them.

Why a Six-Month Review

Six months is a useful point to formally assess a new executive: early enough to catch and address problems before they entrench, yet late enough that meaningful signals about integration, trajectory, and leadership have emerged. A structured probation review at six months lets the company evaluate the hire fairly, catch any problems while they are still fixable, and support the executive’s success. The review should be fair (assessing the right signals, not premature results) and developmental (helping the executive, not just judging them).

The Probation Review

1. Assess integration: How well the executive has built the relationships and trust they need.
2. Assess trajectory: Whether the executive is on a path to success, based on leading indicators.
3. Assess leadership: How the executive is operating and leading.
4. Assess against the plan: Progress against the 30-60-90 day plan and agreed early expectations.
5. Identify any issues: Problems with integration, approach, or fit, while they are still addressable.
6. Provide honest feedback: Candid, constructive feedback on strengths and development areas.
7. Agree on support and next steps: Support, course-correction, or affirmation, oriented toward the executive’s success.

Review Principles

• Assess trajectory, not premature results. Judge integration and trajectory, not full results the executive could not yet have produced.
• Be fair. A premature or harsh review is inaccurate and damaging; assess the signals that are actually meaningful at six months.
• Catch problems while fixable. The review’s value is catching issues early enough to address them, so surface them honestly.
• Be developmental. Pair honest assessment with support; the goal is to help the executive succeed, not merely to judge.

How to Use This Template Well

Conduct the review at six months, assessing the signals that are meaningful at that point, integration, trajectory, leadership, and progress against the early plan, rather than demanding full results the executive could not yet have produced. Provide honest, constructive feedback on strengths and development areas, and where issues appear, surface them while they are still fixable and agree on support or course-correction. Keep the review fair and developmental, oriented toward helping the executive succeed. Use it to affirm executives on track and to catch and address problems early for those who are struggling.

Common Mistakes to Avoid

The common mistakes are demanding premature results the executive could not have produced (unfair and inaccurate), being harsh rather than fair and developmental, avoiding honest feedback about real issues (so problems entrench), and treating the review as pure judgment rather than as a tool to help the executive succeed. Avoid these by assessing integration and trajectory rather than premature results, being fair and developmental, surfacing issues honestly while they are fixable, and pairing assessment with support.

The Bottom Line

A six-month executive probation review that assesses integration and trajectory fairly, catches problems while they are still fixable, and pairs honest feedback with support helps the new executive succeed, at a point early enough to act and late enough for meaningful signals to have emerged. Adapt it to your context, apply it consistently, and it will sharpen the decisions that matter most, because disciplined process is what separates reliable executive hiring from luck.

Related Resources

For employers going deeper, see The 6-Month Review, Course-Correcting a Struggling Executive Hire Before It’s Too Late, 30-60-90 Day Plan Template for New Executives (With Examples).

Tanya Gallardo

Managing Director, Executive Search & AI Talent Strategy

Tanya Gallardo is the Managing Director of Executive Search & AI Talent Strategy at JRG Partners, leading C-suite and Board engagements across key growth sectors including Technology, Financial Services, and Manufacturing.

With over 18 years of experience specializing in disruptive technology leadership, Tanya is recognized as a leading authority on talent architecture for future-focused executive roles, such as the Chief AI Officer (CAIO) and Chief Digital Officer (CDO). Her expertise lies in accurately assessing the cultural fit and technical depth required to ensure a high return on investment (ROI) for critical leadership appointments.

Prior to her role at JRG Partners, Tanya held senior roles directing global talent acquisition strategies at a major publicly-traded technology firm, advising on organizational design and succession planning for emerging executive functions. She is a recognized speaker and contributor to industry events, sharing data-driven insights on executive compensation, leadership development, and the measurable business impact of C-suite talent.

Connect with Tanya to discuss your executive search needs.