30-60-90 Day plan: Onboard new employees like a pro
You've just hired a new employee. Congratulations!
They're eager, excited, and ready to take on their new role. Now what? How do hiring managers 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 culture in a meaningful way from day one. The first 90 days in 30-60-90 day plan are critical to both the employee as well as the organization. These 90 days in 30-60-90 day plan determine whether the employee is ready to take on and achieve the organization's objectives and goals along with their new team members.
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 :-
- What is a 30-60-90 day plan?
- Benefits of a 30-60-90 day plan
- How to write a 30-60-90 day plan for new hires?
- 7 important milestones every new hire should accomplish in first 90 days
- How can CultureMonkey help with a 30-60-90 day plan for your new hires?
What is a 30-60-90 day plan?
The essence of a 30-60-90 day plan in onboarding hires for new job.
When you bring on new employees, you want to set them up for future 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 in 30-60-90 day plan on the new job, and the plan should be tailored to the specific position and company.
The 30-60-90 day plan in the new job is an effective tool for both new hires and internal hires. It provides a clear framework of expectations and objectives and helps new manager or hires quickly become effective contributors and leaders. It also helps the hiring manager visualize to ensure that new hires are up to speed and able to add value to the team quickly.
The key to a successful 30-60-90 day plan is to be realistic and achievable. Setting realistic, personal goals and objectives that can be accomplished in the allotted time frame is important. It is also important to remember that the plan should be flexible and adaptable to changing circumstances.
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:
The first month of an employee's time in the organization can be considered their training time. During this learning curve, the employees should be given extensive training to learn about their new team members, company policies, products, team's existing strategy, and work duties.
During the first week, it is important for the hiring managers to ensure the new hire has a smooth onboarding experience by introducing them to the team, providing all necessary paperwork and IT systems, and conducting a full orientation. It is also important to ensure that the new hire understands the company's mission and value and is familiar with the company's key performance metrics.
Within the first two weeks, the new hire should have a clear understanding of their role and responsibilities and the expectations of their manager and the team. This is also a great time to set up regular check-ins from the hiring manager or their direct reports to ensure the new hire is on track and has any resources they need to be successful in their new company.
During the third week, the new hire should have a good understanding of their role and the company's processes and procedures and should be ready to begin contributing to the team. This is a great time to introduce them to external partners and stakeholders and ensure they feel comfortable communicating with their peers and superiors.
By the end of the fourth week, the new hire should be familiar with the company's culture code and be able to work independently. It is important to ensure the new hire has received feedback from their manager, direct reports, and the team and assess their progress and ensure they are meeting their personal learning goals.
By the end of the first 30 days in 30-60-90 day plan, the new hire should be comfortable in their role, and the company's culture and processes and clearly understand their role and responsibilities.
New hires get the chance to apply what they've learned in the first 30 days in 30-60-90 day plan 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.
Here are some more milestones to focus on during the 31-60 days in 30-60-90 day plan of employment:
- Start performance reviews: During the 31-60 day period, performance reviews should be conducted to assess the employee’s progress and give them feedback on their work.
- Establish workplace relationships: During this period, the employee should be encouraged to start developing relationships with coworkers, both on their team and outside of their team.
- Set goals: The employee should have a clear understanding of the personal goals for their position and the expectations the company has for them.
- Offer additional training: During this period, employees should be given additional training and resources to help them better understand their role and the company as a whole.
- Assign new responsibilities: As the employee becomes more comfortable in the role, they should be given new responsibilities that challenge them and help them grow.
The final stages or the final 30 days in 30-60-90 day plan is where 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.
Here are some milestones employers should focus on during the final 30 days:
- Reviewing and reflecting on the employee’s progress: The employee should take some time to review their progress over the past 90 days. This includes looking at their accomplishments, successes, and areas for improvement. This will allow them to understand where they are in their journey and set appropriate company's mission for the future.
- Setting smart goals for the future: Once the employee has reviewed their progress, it’s time to set smart goals for the next 30 days in 30-60-90 day plan. This could include learning a new skill, mastering a certain task, or undertaking a new project.
- Enhancing professional relationships: The last 30 days in 30-60-90 day plan in the new job have been a great time for employees to strengthen their relationships with their colleagues. This could include having lunch with a coworker, offering to help with a project, or joining a professional organization.
- Showing appreciation: It’s important to show appreciation to the people who have helped the employee during their journey. This could include sending thank you cards or emails or offering to help with a project.
- Celebrating successes: The employee should take time to celebrate their successes. This could include going out to lunch with a colleague, taking a day off, or simply taking a moment to recognize their hard work.
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. Organizations can better focus their resources and efforts to achieve their desired goal by having a clear and concise plan.
Here are some of the benefits of having a 30-60-90 day plan for new hires in your organization:
By having a 30-60-90 day plan in the new job, you can more easily identify and quantify what success looks like in your organization.
It helps to set expectations for both the employer and employee, and gives the employee a structure to work within in order to make a successful transition into the organization.
The plan outlines and helps new employees in learning goals, objectives, and tasks that employees should complete to demonstrate their value to the organization.
It also helps to ensure that the employee’s role is understood and that they have the resources they need to succeed.
By clearly mapping out the expectations of the employee’s role, employers can measure progress and identify areas where additional support or training may be needed.
This plan can help you and your team prioritize tasks and projects. By knowing what needs to be done and when you can better utilize your time and resources.
It also allows the employer to assess the skills and knowledge of the new hire to ensure they are meeting the company’s goals and expectations.
By setting goals and expectations, employers can better manage their resources and ensure that the new hire is meeting their goals and expectations.
With a 30-60-90 day plan, employers can ensure that their new hire is set up to help their team achieve success and is quickly meeting the organization’s goals.
A 30-60-90 day plan in the new job can improve communication between you and your team. By laying out all the tasks and learning goals for the entire organization, everyone will know what needs to be done and when.
The plan provides a framework for setting expectations and goals and helps to ensure that all employees are on the same page.
This plan helps employers define job roles and responsibilities, establish timelines, and create a clear path to success.
It also encourages collaboration and feedback by allowing the employer and the employee to discuss their progress and make adjustments as needed.
So 30-60-90 day plan helps employers to improve communication with their employees, create a better understanding of the company’s expectations, and set the tone for a successful working relationship.
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.
It serves as a roadmap for the new hire to follow in the first three months of employment, which is a critical period for any employee.
The plan outlines the objectives that need to be achieved within the first three months, providing clear guidance and direction for the employee. It also allows employers to monitor progress and provide feedback and support when needed.
Additionally, it allows employers to identify any skill gaps and provide appropriate training to ensure employees are able to meet the concrete goals set for them. With a 30-60-90 day plan in place, employers can give their new hires a running start, setting them up for success.
A 30-60-90 day plan can help increase efficiency by helping you to utilize your time and resources better.
This plan outlines the personal goals, objectives and tasks that the new hire should accomplish within the first three months of employment.
By setting clear expectations and providing a timeline, new hires can focus on the most important tasks and quickly become effective members of the team.
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.
This plan outlines specific activities that new hires should complete within the first three months of their employment, including goal setting, training, and development.
With this plan, employers can ensure that their new hires have the foundational knowledge and resources needed to succeed in their new roles.
Ultimately, this plan helps employers get the most out of their new hires and improve the overall quality of their employee base.
New hires can be a great asset to any business, but it can be hard to get them up to speed quickly. A 30-60-90 day plan in the new job helps employers meet their employees' deadlines by providing a framework to help new hires quickly learn their core job responsibilities and how their team operates.
This plan outlines the tasks they must accomplish in the first 30, 60, and 90 days, giving them a roadmap to success.
By taking the time to create a 30-60-90 day plan, employers can ensure new hires are well-prepared to hit the ground running and meet their deadlines.
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.
Such plans allow employers to set expectations for new hires in their new company and provide them with the resources and support needed to meet those expectations.
And a 30-60-90 day plan can help employers avoid any surprises that may arise during the onboarding process, allowing them to avoid unnecessary stress.
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.
This plan helps employers to clearly outline expectations for new hires, provide feedback and guidance, and ensure that the new employee is on track to meet expectations.
By setting up a 30-60-90 day plan, employers can effectively monitor new hires and better understand their strengths and weaknesses.
This will ultimately lead to improved morale and performance, resulting in a more successful 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
During the first week, 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, required learning curve 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 fulfil 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, personal 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 in professional and personal level. Prepare your 30-60-90 day plan with more straightforward performance 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 concrete goals in a 30-60-90 day plan can help employees achieve their feasible performance goals faster as this provides them with clarity.
But if the employees misunderstand these smart goals, the expected results cannot be attained. Hence, you should always adopt SMART feasible performance 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 concrete 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 competitive research, 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:
Complete onboarding and orientation paperwork
Onboarding and orientation paperwork is essential to ensure that new manager or hires understand the company mission, policies and procedures, as well as the company's expectations of them.
Completing these forms within the first 90 days of employment allows new hires to get up to speed quickly.
This is beneficial for both the new hire and the company, as it ensures the new hire is well-informed and productive and that the company is compliant with all necessary regulations.
Attend all required training sessions
Attending all required training sessions gives new hires the knowledge and skills they need to perform their job duties and responsibilities.
This initial training also helps them become familiar with the company’s culture, values, and policies.
Training sessions can also provide new hires with valuable networking opportunities, where they can meet and interact with their colleagues and other professionals in their field.
By attending all required training sessions, new hires can learn the information that they need to become successful in their role, while also building relationships with their colleagues.
Get to know their co-workers and develop relationships
Developing relationships with co-workers also allows for open communication, which can help to identify any areas where the new hire may need additional support or guidance.
Building relationships also helps to create a sense of trust and respect among team members, and understanding of own team's processes and team's work style which can lead to better collaboration and an overall more positive work environment.
Getting to know their co-workers and developing relationships within their first 90 days on the job is essential for new hires to be successful in their roles.
Understand their job description and responsibilities
New hires should understand their job description and responsibilities within the first 90 days to ensure that they are able to effectively and efficiently contribute to their organization.
Understanding job responsibilities will help new hires to confidently work with their team, gain a better understanding of their job, and become more productive in their role.
Furthermore, it can also help new hires to identify areas of improvement and develop their skills to further benefit the organization.
Gain a clear understanding of the company's culture, values, and mission
Gaining a clear understanding of the company's culture, values, and mission within the first 90 days of a new hire is essential to their success.
Knowing the company's culture and values can help new hire make better decisions, understand how their job fits into the company’s larger goals, and build relationships with their colleagues.
Being aware of the company's culture, values, and mission will also help the new hire to better align themselves with the company, leading to greater job satisfaction and better performance.
Meet with their supervisor to discuss company's mission objectives
The meeting provides a great opportunity for both the supervisor and the new hire to get to know each other and build a trusting working relationship.
It also allows the supervisor to provide the new hire with important information and resources, discuss any challenges or obstacles they may face, and set clear expectations for successful performance.
Begin to develop a plan for their career development
Developing a plan for career development within the first 90 days of being hired is essential for long-term career success.
It allows the new employee to have a clear understanding of the career path they want to pursue within the organization and provides them with the knowledge and resources to progress in their chosen field.
Moreover, it enables the new hire to identify and set performance goals, enabling them to take ownership of their career and make the most of their time within the organization.
Additionally, having such a plan provides the new hire with the flexibility to adjust and make changes as needed, while still remaining focused on their development and achieving their career goals.
Ultimately, having a plan for career development in the first 90 days in 30-60-90 day plan of being hired is critical for the long-term team success of the new hire.
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 job and hires
An employee’s life cycle in an organization can be divided into different segments or stages in between onboarding to exit.
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 automates this process to get measurable results from your employees from time to time through employee life cycle surveys.
With CultureMonkey’s employee life cycle surveys, you can create improved 30-60-90 day plans by tapping into essential data from the employees to measure success and own performance metrics, 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 implementing anonymous feedback during this period can help ensure everyone is on the same page and identify areas where additional support may be needed.