You've just hired a new employee. Congratulations!

They're eager, excited, and ready to take on their new role. Now what? How do you ensure that they are properly onboarded so that they can be successful in their new position?

You need a plan that ensures that they hit the ground running and are able to contribute to the company in a meaningful way from day one. The first 90 days are critical to both the employee as well as the organization. These 90 days determine whether the employee is ready to take on and achieve the organization's objectives and goals.

In order to get a better understanding of what a newly hired employee should achieve and what, as a manager or an HR, you can do to support the employee's career growth, you need a well-defined plan with fixed and flexible milestones.

These milestones are incredibly crucial in the beginning; hence, a 30-60-90 day plan is necessary to guide the employees and track their progress.

Does it seem like a lot? Don't fret! In this blog post, we will explore how to create a 30-60-90 day plan for your new employees, its benefits, and how it can help your business in the long run.

Table of contents :-

  1. What is a 30-60-90 day plan?
  2. Benefits of a 30-60-90 day plan
  3. How to write a 30-60-90 day plan for new hires?
  4. 7 important milestones every new hire should accomplish in first 90 days
  5. How can CultureMonkey help with a 30-60-90 day plan for your new hires?
  6. Conclusion

What is a 30-60-90 day plan?

Essence of a 30-60-90 day plan in onboarding new hires

When you bring on new employees, you want to set them up for success from the start. The most effective way to do this is to create a 30-60-90-day plan.

A 30-60-90 day plan is a detailed plan that outlines what an employee will do in the first 30, 60, and 90 days on the job, and the plan should be tailored to the specific position and company.

The goal of a 30-60-90 day plan is to help an individual transition into a new role within a company. The plan provides guidance and structure during the first three months on the job and sets expectations for what should be accomplished during this time period. It should include the following:

  • A breakdown of their daily tasks and responsibilities
  • A list of who they need to meet with and when
  • A timeline for completing specific projects
  • Regular check-ins with you or another supervisor

The milestones for each month in the onboarding stage are different. Here's an example of how you can formulate the milestones for your new hires:

1-30 days: The first month of an employee's time in the organization can be considered as their training time. During this time, the employees should be given extensive training to learn about company policies, products, team dynamics, and work duties.

31-60 days: New hires get the chance to apply what they've learned in the first 30 days of their employment by taking on challenging duties. Remember, it's acceptable for your direct reports to make mistakes during this crucial learning phase as they become accustomed to the way things are done.

61-90 days: During the final 30 days, new hires start mastering the skills they have learned in their job. This means your employee can now fully meet job expectations and start achieving long-term performance goals.

Benefits of a 30-60-90 day plan

Benefits of a 30-60-90 day plan

According to a research by the Brandon Hall Group, an effective and robust onboarding process can boost employee productivity by 70% and retain employees by 82%.

A 30-60-90 day plan is essentially a road map that sets out specific milestones to boost employee productivity during the onboarding phase while improving overall employee engagement and retention.

These milestones are made with a clear understanding of expectations, setting attainable goals, and providing feedback along the way. By having a clear and concise plan, organizations can better focus their resources and efforts to achieve their desired goal.

Here are some of the benefits of having a 30-60-90 day plan for new hires in your organization:

  • Define success – By having a 30-60-90 day plan, you can more easily identify and quantify what success looks like in your organization. This can help to set expectations and keep everyone on the same page.
  • Set priorities – This type of plan can help you and your team to prioritize tasks and projects. By knowing what needs to be done and when you can better utilize your time and resources.
  • Improve communication – A 30-60-90 day plan can improve communication between you and your team. By laying out all the tasks and goals, everyone will know what needs to be done and when.
  • Boost productivity – This type of plan can help boost productivity by ensuring everyone is working towards the same goals. By having a clear plan, you can avoid confusion and wasted time.
  • Increase efficiency – A 30-60-90 day plan can help increase efficiency by helping you to utilize your time and resources better.
  • Improve quality – Leverage a 30-60-90 day plan to improve the quality of your work by ensuring that all tasks are given the proper attention. By avoiding rushed work, you can help to improve the overall quality of your output.
  • Meet deadlines – It can help employees meet deadlines by ensuring that all tasks are adequately attended to.
  • Reduce stress – An effective 30-60-90 day plan can reduce stress by ensuring that all tasks are given the proper attention. By avoiding unnecessary pressure on the employees, you can help to create a more relaxed environment.
  • Improve morale – A 30-60-90 day plan can help improve employee morale. This way, you can create a more positive work environment for your employees in an organization.

How to write a 30-60-90 day plan for new hires?

How to write a 30-60-90 day plan

Follow these detailed steps to write an effective 30-60-90 day plan for your new hires:

Step 1: Brainstorm onboarding questions

Ensuring a smooth onboarding process is key to creating a good impression of the organization with the employee. A good onboarding can help employees feel welcome and comfortable in their new position.

To ensure you provide the new hires with effective onboarding, it is imperative to recognize their skills and understand where precisely in the organization they fit well.

Begin the process by brainstorming with survey questions that assess an employee’s ability and critical skills. For example:

  • What are the skills the employee should possess to fulfill his role successfully?
  • What problems are you trying to solve? Or what gap are you trying to fill with the new hire?
  • What can be their day-to-day responsibilities?

You can even utilize onboarding survey questions to help you get insights on the employee’s experience, expectations from the role and the organization, goals, and more.

Step 2: Set your expectations

Once you figure out the answers in the form of employee feedback to your brainstorming or onboarding survey questions, you will have a better idea of what you would want your new hires to learn and achieve in the first 90 days. Not overloading your employees with too many goals and objectives is important.

This can only confuse them and overload them, leading to dissatisfaction and an unbalanced work-life. Prepare your 30-60-90 day plan with more straightforward goals that don’t overwhelm your new employees.

Step 3: Leverage measurable goals

Did you know that 29% of employees believe that proper onboarding prepares them for their job better? A good onboarding with practical and clearly defined goals in a 30-60-90 day plan can help employees achieve their performance goals faster as this provides them with clarity.

But if these goals are unclear or misinterpreted by the employees, then the expected results cannot be attained. Hence, you should always adopt SMART goals.

S - Specific
M - Measurable
A - Attainable
R - Realistic
T - Time-bound

When your expectations follow the SMART rule, then employees have much better clarity on their goals.

For example, all employees must complete a two-week training on the company systems and processes (time-bound, specific, and attainable) and should be able to perform their work tasks successfully using the same systems and processes.

Step 4: Use a buddy system

Many organizations use a buddy or mentor program to assist their new hires in the first few months of their time in the organization. Simply creating a 30-60-90 day plan and handing them over to the new employees expecting them to learn and understand everything on their own, is unrealistic.

While you prepare the 30-60-90 day plan for your employees, ensure you assign them a buddy or mentor. The buddy will be their go-to person for any guidance they need in the first few weeks. It will also help them feel less overwhelmed in a new work environment with unfamiliar people.

Step 5: Check-in regularly

While you write a 30-60-90 day plan, it is crucial to understand that what the employee accomplishes in the first 90 days is key to the growth of the employee in the organization. However, it should be flexible.

Certain circumstances in a dynamic work environment would require the new hire to work on different tasks than what was mentioned on the 30-60-90 day plan.

Check in regularly on the milestones achieved and the current tasks of the employee in the first few weeks to modify the plan based on the changes if needed.

7 important milestones every new hire should accomplish in first 90 days

Different organizations have different milestones set as a part of their 30-60-90 day plans for their new hires.

However, there are certain basic accomplishments every employee should aim to achieve in the first three months that should be a part of the overall plan you prepare, and here they are:

  1. Complete onboarding and orientation paperwork
  2. Attend all required training sessions
  3. Get to know their co-workers and develop relationships
  4. Understand their job duties and responsibilities
  5. Gain a clear understanding of the company's culture, values, and mission
  6. Meet with their supervisor to discuss goals and objectives
  7. Begin to develop a plan for their career development

How can CultureMonkey help with a 30-60-90 day plan for your new hires?

Employee life cycle module to help you with 30-60-90 day plan of your new hires

An employee’s lifecycle in an organization, from onboarding to exit, can be divided into different segments or stages.

Each stage is critical for an organization to amplify overall employee engagement and reduce turnover costs.

But how do you measure and track employee engagement over all these stages?

The onboarding phase creates the first impression of the organization with the employee. To understand what can be done better, you have to analyze each and every employee’s experience with their onboarding stage. Now, this may sound like a tedious process if done manually.

CultureMonkey aims to automate this process to get measurable results from your employees from time to time through employee life cycle surveys.

With CultureMonkey’s employee lifecycle surveys, you can create improved 30-60-90 day plans by tapping into essential data from the employees, such as their feedback on the interview process, expectations from the organization, personal and professional goals, and many more.

These insights can also help improve the overall recruitment process for future employees.

Unlike general employee engagement surveys tools, CultureMonkey schedules and sends employee surveys based on employee segments, such as generation, tenure, pay band, role type, gender, and location base.

The data received through these surveys helps an organization get a better hold on ways to improve employee engagement and boost employee retention. This data can be used to create a tailored 30-60-90-day plan for each new hire.


Following a 30-60-90 day plan can help organizations onboard new employees like a pro. By taking the time to clearly outline expectations and goals for the first three months on the job, you will give them everything they need to hit the ground running and be an asset to your team.

Furthermore, regular check-ins and feedback during this period can help ensure everyone is on the same page and identify areas where additional support may be needed.