Starting a new job can be daunting, but a well-structured 30-60-90-day plan for new hires can make all the difference.
This strategic approach not only eases the onboarding process but also sets the stage for long-term success.
For startups and established companies alike, implementing a smart 30-60-90 day plan ensures that new employees are aligned with company goals, understand their roles, and can contribute effectively from day one.
Why is a 30-60-90 day plan for new hires so crucial? The first three months are critical for any new hire. This period is when they learn the company culture, understand their job responsibilities, and start building relationships with their colleagues.
Without a clear plan, new hires may feel overwhelmed and unsure about their progress. A structured plan provides a roadmap, helping them navigate their new environment with confidence.
In this blog post, we’ll dive into the essentials of creating an effective 30-60-90-day plan for new hires. We’ll explore the benefits, key components, and practical tips for implementation.
What is a 30-60-90 Day Plan?
A 30-60-90 day plan for new hires is an onboarding strategy that outlines clear objectives and milestones for new talent over their first three months.
This plan is designed to help new employees acclimate to their roles, understand company culture, and start contributing effectively. The plan is typically divided into three phases:
- Overview of a 30-60-90-Day Plan
- First 30 Days: Focus on learning and integration. New hires should understand the company’s mission, values, and key processes.
- Next 30 Days (31-60): Begin applying what they have learned. This phase involves taking on more responsibilities and starting to work on initial projects.
- Last 30 Days (61-90): Achieve full productivity. New hires should be able to perform their duties independently and contribute to team goals.
- Importance and Benefits of a 30-60-90-Day Plan
The 30-60-90 day plan for new hires is vital for both the new hire and the company. Here’s why:
- Reduces Onboarding Time: By providing a clear roadmap, the plan accelerates the onboarding process, allowing new hires to get up to speed more quickly.
- Sets Clear Expectations: New employees know exactly what is expected of them at each stage, reducing confusion and helping them focus on achieving specific goals.
- Builds Confidence: With a structured plan, new hires feel more confident in their roles as they understand the steps they need to take to succeed.
- Aligns New Hires with Company Goals: The plan ensures that new employees are aligned with the company’s mission and objectives from the start, fostering a sense of purpose and direction.
- Enhances Productivity: By the end of the 90 days, new hires are fully integrated into their roles and can contribute effectively to team and company goals.
- Improves Retention: A well-executed 30-60-90 day plan for new hires can improve employee satisfaction and retention by making the transition into the company smoother and more supportive.
Key Components of an Effective 30-60-90-Day Plan
A successful 30-60-90 day plan for new hires typically includes the following components:
- Company Mission and Values: Clearly outline the company’s mission and core values to help new hires understand the bigger picture.
- Role-Specific Goals: Define specific objectives and milestones for the new hire’s role.
- Training and Resources: Provide access to necessary training materials and resources to support learning.
- Regular Check-Ins: Schedule regular meetings to review progress and provide feedback.
- Mentorship: Assign a mentor to guide the new hire through the onboarding process.
By incorporating these elements, you can create a comprehensive 30-60-90-day plan that ensures a smooth transition for new hires and sets them up for long-term success.
Research & Preparation
Before a new hire starts their journey, thorough research and preparation are critical. This phase includes gathering all the necessary information about the company, its culture, the industry, and the specific new role. New hires should:
- Understand Company Background: Learn about the company’s history, mission, values, and vision. This helps them align their personal goals with the company’s objectives.
- Study Industry Trends: Keeping up with the latest industry trends and news will provide context for the work they will be doing.
- Know the Team Structure: Understanding the organization’s structure, including key team members and their roles, helps new hires know whom to approach for specific issues.
- Review Job Description: A thorough review of the job description helps new hires understand their responsibilities and expectations.
Goal Setting & SMART Objectives
Setting clear and achievable goals is a fundamental part of any 30-60-90 day plan for new hires. Goals should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). This phase includes:
- Identifying Key Objectives: Define what the new hire should accomplish in their role within the first 90 days.
- Aligning with Company Goals: Ensure that the new hire’s goals align with broader company objectives.
- Breaking Down Goals: Divide the main objectives into smaller, manageable tasks.
- Setting Milestones: Establish checkpoints at 30, 60, and 90 days to track progress and adjust as necessary.
Action Plan & Milestones
An action plan provides a detailed roadmap of what the new hire will do to achieve their goals. It includes specific tasks, deadlines, and required resources. Key elements include:
- Creating a Task List: Break down goals into actionable tasks with clear deadlines.
- Prioritizing Tasks: Identify which tasks are most critical and should be addressed first.
- Allocating Resources: Ensure that the new hire has access to the necessary tools, training, and support.
- Setting Milestones: Define specific milestones at 30, 60, and 90 days to evaluate progress and make necessary adjustments.
Relationship Building & Networking
Building strong relationships and a professional network within the company is critical to long-term success. This phase focuses on:
- Introducing Key Contacts: Identify and introduce the new hire to key team members and stakeholders.
- Encouraging Team Interactions: Promote participation in team meetings, social events, and other activities to foster camaraderie.
- Mentorship Opportunities: Pair the new hire with a mentor who can provide guidance and support.
- External Networking: Encourage the new hire to attend industry events and connect with professionals outside the company.
Capability Development & Training
Ongoing training and development is essential for new employees to grow in their roles and contribute effectively. This phase includes:
- Identifying Training Needs: Assess the new hire’s current skills and identify areas for improvement.
- Providing Training Resources: Offer access to online courses, workshops, and other training materials.
- On-the-Job Training: Ensure that the new hire receives hands-on training to apply their learning in real-world scenarios.
- Continuous Learning: Encourage a culture of continuous learning and development to keep skills updated.
Continuous Evaluation & Feedback
Regular evaluation and feedback help new hires stay on track and improve their performance. This phase includes:
- Scheduled Check-Ins: Set up regular meetings to discuss progress, challenges, and achievements.
- Providing Constructive Feedback: Offer actionable feedback to help the new hire grow and improve.
- Adjusting the Plan: Make necessary adjustments to the plan based on the new hire’s performance and feedback.
- Recognizing Achievements: Celebrate milestones and successes to motivate and encourage the new hire.
By incorporating these elements into the 30-60-90-day plan for new hires, you can ensure that employees are well-prepared, motivated, and equipped to succeed in their new roles.
How to Create a 30-60-90-Day Plan
Creating a 30-60-90 day plan for new hires involves several key steps to ensure it is comprehensive and effective. Here are the steps to follow when creating a plan for new employees:
Steps to Crafting a 30-60-90-Day Plan
- Setting Realistic Expectations
Start by setting clear and realistic expectations for what the new employee should accomplish in the first 30, 60, and 90 days.
Make sure these expectations are aligned with their role and the company’s goals. It’s important to:
- Define specific, measurable objectives.
- Communicate these expectations clearly during the onboarding process.
- Adjust expectations based on the new hire’s progress and feedback.
- Assigning Mentors or Buddies
Assigning a mentor or buddy to new hires can greatly enhance their onboarding experience.
A mentor provides guidance, support, and insight into the company culture, while a buddy helps with day-to-day questions and social integration. This approach works to:
- Foster a sense of belonging and connection.
- Provide a go-to person for questions and support.
- Accelerate the new hire’s learning curve.
- Scheduling Regular Check-Ins
Regular check-ins are essential to monitor progress, address concerns, and provide feedback.
These meetings should be scheduled at key intervals (e.g., weekly or bi-weekly) and focus on the following topics:
- Reviewing progress against the plan’s milestones.
- Discuss any challenges or roadblocks.
- Offering constructive feedback and recognizing achievements.
- Utilizing Work Management Tools
Work management tools can help organize tasks, track progress, and ensure that the 30-60-90 day plan for new hires stays on track. These tools may include:
- Project management software like Asana, Trello, or Monday.com.
- Communication platforms like Slack or Microsoft Teams.
- Document-sharing tools like Google Drive or Dropbox.
Using these tools ensures that all stakeholders are aligned and that the new employee has the resources they need to succeed.
By following these steps, you can create a structured and supportive 30-60-90 day plan for new hires that will help employees integrate smoothly into your organization and contribute effectively from the start.
Frequently Asked Questions
What Should I Include in a 30-60-90-Day Plan?
A 30-60-90 day plan for new hires should include company mission and values, role-specific goals, training and resources, regular check-ins, and mentorship. This will ensure the new talent understands their role, receives the necessary training, and is supported throughout the onboarding process.
What Are 30-60-90 Day Check-in Questions for New Hires?
At the 30-day check-in, ask about their understanding of the role and any initial challenges. At 60 days, discuss their comfort level with the tasks and any support needed. At 90 days, review their progress, successes, and areas for development.
What Is a 90-Day Training Plan for New Hires?
A 90-day training plan should include orientation to company policies and culture, role-specific training, skill development, regular assessments, and mentoring. This helps new hires integrate smoothly and become productive quickly.
What Is Your 30-60-90-Day Plan If You Were Hired for the Position?
For the first 30 days, I would focus on learning the company’s mission and processes and building relationships. By 60 days, I’d start applying what I’d learned and taking on responsibility. By 90 days, I would strive to reach full productivity and contribute to team goals.
What Do You Do in the First 60 Days of a New Job?
During your first 60 days, focus on understanding the company, building relationships, learning your role, attending training, and starting your first projects. This foundation will help ensure a smooth transition and set you up for success.
Sample 30-60-90 Day Plans
Creating a detailed 30-60-90 day plan for new hires is essential to ensuring that employees integrate smoothly and effectively into your organization.
Below are sample plans that outline specific tasks and goals for the first 30, 60, and 90 days to help new employees acclimate, engage, and ultimately succeed in their roles.
30-Day Plan: Initial Integration
Objective: To familiarize the new hire with the company culture, team, and role.
Week 1: Orientation and Onboarding
- Day 1: Welcome meeting with the team and a tour of the office (or virtual introductions for remote employees).
- Day 2-3: Complete HR paperwork, review the employee handbook, and set up workstations.
- Day 4-5: Attend orientation sessions to learn about the company’s mission, values, and organizational structure.
Week 2: Learning and Observation
- Day 6-10: Shadow team members to understand daily operations and workflows.
- Day 11-12: Attend training sessions on essential tools and software.
- Day 13-14: Review job responsibilities and initial project assignments with the manager.
Week 3: Initial Tasks and Team Integration
- Day 15-17: Start working on small tasks and projects under supervision.
- Day 18-20: Participate in team meetings and contribute to discussions.
- Day 21: One-on-one check-in with the manager to discuss progress and any questions.
Week 4: Building Relationships
- Day 22-23: Schedule meet-and-greet sessions with key stakeholders and team members.
- Day 24-25: Continue working on initial tasks and seek feedback.
- Day 26-27: Review progress with the manager and adjust the plan as needed.
- Day 28-30: Prepare a summary of what has been learned and outline goals for the next 30 days.
60-Day Plan: Deepening Engagement
Objective: To deepen the new hire’s engagement with their role and the team, and to start making significant contributions.
Week 5: Expanding Responsibilities
- Day 31-35: Take on larger tasks and start managing small projects independently.
- Day 36-37: Attend advanced training sessions to develop specific skills.
- Day 38-39: Meet with the mentor to discuss progress and seek advice.
- Day 40: Mid-point review meeting with the manager to assess progress and set new goals.
Week 6: Active Participation
- Day 41-42: Actively participate in team meetings and contribute ideas.
- Day 43-45: Collaborate with team members on ongoing projects.
- Day 46-48: Start taking ownership of certain aspects of projects.
- Day 49-50: Seek feedback from colleagues and the manager.
Week 7: Strengthening Skills
Day 51-53: Identify areas for improvement and seek additional training or resources.
Day 54-56: Continue working on assigned projects, focusing on quality and efficiency.
Day 57-58: Schedule a one-on-one with the mentor to review progress and get feedback.
Day 59: Prepare a report on achievements and areas for improvement.
Day 60: Review the report with the manager and adjust goals for the next 30 days.
90-Day Plan: Full Integration & Performance Review
Objective: To achieve full integration into the team and conduct a comprehensive performance review.
Week 8: Leading Projects
- Day 61-63: Take the lead on major projects and demonstrate leadership skills.
- Day 64-65: Continue to refine skills through targeted training.
- Day 66-68: Act as a point of contact for team members on specific projects.
- Day 69-70: Check in with the manager to review progress and get feedback.
Week 9: Consolidating Knowledge
- Day 71-72: Review and consolidate knowledge gained over the past two months.
- Day 73-75: Work on projects that showcase the new hire’s strengths and skills.
- Day 76-77: Seek feedback from peers and the manager.
- Day 78-80: Prepare a comprehensive report on the progress made and key achievements.
Week 10: Final Preparations for Review
- Day 81-83: Conduct a self-assessment and identify areas for further improvement.
- Day 84-86: Schedule meetings with key stakeholders to gather feedback.
- Day 87-88: Prepare for the performance review meeting with the manager.
- Day 89: Conduct a mock review session with the mentor to practice.
Week 11: Performance Review
Day 90: Attend the performance review meeting with the manager, discuss achievements, and areas for improvement, and set long-term goals. Celebrate the successful completion of the 30-60-90-day plan for new hires and outline the next steps for continued growth within the company.
This personalized approach ensures that new hires are fully integrated, engaged, and prepared to make an effective contribution to the team.
Special Considerations
When creating a 30-60-90 day plan for new hires, it’s important to tailor the approach to specific roles and work environments. Here are some specific considerations to keep in mind:
Customizing Plans for Different Roles
Different roles within an organization require unique onboarding plans. Customize the 30-60-90 day plan for new hires to ensure that employees receive relevant training and support. For example:
- Sales Roles: Focus on product knowledge, sales techniques, and client relationship building.
- Technical Roles: Emphasize hands-on training with software, systems, and coding standards.
- Leadership Roles: Include strategic planning, team management, and leadership development.
- Customer Service Roles: Prioritize understanding customer needs, company policies, and communication skills.
By tailoring the plan to the specific needs of each role, you ensure that new hires are equipped with the skills and knowledge they need to succeed.
Adapting Plans for Remote or Hybrid Work Environments
Remote and hybrid work environments require additional considerations to ensure successful onboarding.
Adapting the 30-60-90 day plan for new hires with these settings can help employees feel connected and supported, even from a distance try to use:
- Communication Tools: Ensure new hires are familiar with tools like Slack, Zoom, and Microsoft Teams for seamless communication.
- Regular Virtual Check-Ins: Schedule frequent video calls to maintain engagement and provide support.
- Virtual Team Building: Organize online team-building activities to foster relationships and a sense of community.
- Clear Documentation: Provide detailed, accessible documentation for processes, tools, and company policies.
- Flexible Schedules: Allow flexibility in working hours to accommodate different time zones and personal circumstances.
By considering these factors, you can create an effective 30-60-90 day plan for new hires that supports employees in remote or hybrid work environments and ensures they feel integrated and valued.
Conclusion
A comprehensive and well-structured 30-60-90 day plan for new hires is a critical tool for ensuring the success of hired talent.
By providing clear goals, consistent support, and customized training, this approach helps new employees integrate quickly and effectively into the organization.
The benefits extend to both the individual and the organization, fostering a productive and harmonious work environment.
The Impact of a Well-Executed 30-60-90-Day Plan
A well-executed 30-60-90 day for new hires plan can significantly improve the onboarding experience for hired talent, leading to higher retention rates, improved performance, and greater job satisfaction.
By providing a clear roadmap, new hires can quickly settle into their roles, understand the company culture, and begin to make a meaningful contribution.
This structured approach not only benefits the new hire but also ensures that the organization is maximizing its investment in talent.
Key Takeaways for Employers and New Hires
For Employers:
- Customize the Plan: Tailor the 30-60-90 day plan for new hires to fit specific roles and work environments.
- Provide Clear Objectives: Ensure new hires know what is expected of them at each stage.
- Schedule Regular Check-Ins: Maintain regular communication to monitor progress and provide support.
- Offer Continuous Feedback: Provide constructive feedback to help new hires improve and grow.
- Support Relationship Building: Encourage new hires to build relationships with colleagues and mentors.
For New Hires:
- Engage Actively: Participate fully in the onboarding process and seek out resources.
- Seek Feedback: Regularly ask for feedback to understand areas for improvement.
- Build Relationships: Take the initiative to connect with team members and integrate into the company culture.
- Stay Flexible: Be open to adjusting to new information and feedback.
- Focus on Learning: Prioritize learning the company’s values, processes, and your role to contribute effectively.
By following these guidelines, both employers and new hires can ensure a smooth and successful onboarding process.
